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本文以党政机关、事业单位和民营企业的133对领导-部属为研究对象,从“关系相处”视角,考察了文化价值观对领导-部属关系(LMR)与工作结果、心理健康之间相关的调节机制。结果发现,权力距离和个体传统性均在LMR与大部分工作结果和心理健康变量之间起调节作用。对高权力距离的部属,LMR对部属任务绩效、组织公民行为的影响更强,而对工作倦怠和工作满意度的影响更弱;对于高传统性的部属,LMR对部属任务绩效、工作倦怠、心理健康的影响更强。文化价值观不是侧重从“社会交换”而是侧重从“关系相处”视角发挥作用,个体传统性和权力距离有着不同的调节机制。与领导-部属交换(LMX)相比,LMR更为敏感于文化价值观的调节作用。
In this paper, 133 leaders and subordinates in party and government organs, public institutions and private-owned enterprises are taken as research objects. From the perspective of “relationship and relationship, ” the author examines the relationship between cultural values and leadership-subordination (LMR), work outcomes and mental health Related regulatory mechanisms. The results showed that the power distance and individual tradition all play a regulatory role between LMR and most of the work results and mental health variables. For subordinates with high power distance, LMR has stronger influence on subordinate mission performance and organizational citizenship, but has less influence on job burnout and job satisfaction. For the highly traditional subordinates, LMR has a great influence on subordinate task performance, job burnout, The impact of mental health is stronger. Cultural values do not focus on the “social exchange” but on the role of “relationship with each other.” There is a different regulatory mechanism between individual tradition and power distance. Compared with LMX, LMR is more sensitive to the regulation of cultural values.