可能的阴暗面:领导——成员交换和关系对组织公平的影响

发布时间：2018-03-11 02:20

本文选题：领导—成员交换　切入点：关系　出处：《管理世界》2007年11期 　论文类型：期刊论文

【摘要】：根据公平理论、社会交换和互惠理论以及领导—成员交换(简称LMX)等相关理论,本文提出领导与下属关系的亲疏有别可能在组织中带来不公平的结果。与领导关系好的下属可能与领导互相给予偏高的评价:领导给这些下属的工作表现评分高过他们事实上的表现,这些下属给予领导的领导风格(互动公平)以更高的评价。这对那些与领导关系不够好的下属是不公平的。在关系盛行的组织中,这样的互惠现象可能尤其严重。利用在10家公司问卷调查的数据,本文发现领导和关系好的下属之间存在互惠现象;下属在公平取向方面的个人差异会影响LMX的发展,倾向于惠及他人的下属,更可能与领导建立密切的关系。论文最后讨论了对相关理论的启示和未来的研究方向。
[Abstract]:According to equity theory, social exchange theory and reciprocity and leader member exchange (LMX) and other related theories, this paper puts forward the relationship between leaders and subordinates affinities are different may bring unfair results in the organization. A good relationship with the leadership of the leadership and subordinates may give each other high evaluation: leading to the work performance of subordinates in fact they had high score performance, these subordinates give leadership style (interactive justice) with higher evaluation. This is not good enough for those with the leadership staff is not fair. In the relationship between popular organizations, mutual this phenomenon may be especially severe. By the questionnaire of 10 companies the data, this paper finds that there are mutual phenomenon between the LED and subordinate subordinate; individual differences in fair orientation will influence the development of LMX, and the subordinate tended to benefit others, and more likely to The leaders set up a close relationship. Finally, the paper discusses the enlightenment to the relevant theories and the future research direction.

【作者单位】：华盛顿大学奥林商学院;清华大学经济管理学院;
【分类号】：C936

【参考文献】