Henderson David J, Wayne Sandy J, Shore Lynn M, Bommer William H, Tetrick Lois E
Department of Managerial Studies, University of Illinois at Chicago, Chicago, IL 60607, USA.
J Appl Psychol. 2008 Nov;93(6):1208-19. doi: 10.1037/a0012678.
Prior integrations of the leader-member exchange (LMX) and psychological contract literatures have not clarified how within-group LMX differentiation influences employees' attitudes and behaviors in the employment relationship. Therefore, using a sample of 278 members and managers of 31 intact work groups at 4 manufacturing plants, the authors examined how LMX operating at the within-group level (relative LMX, or RLMX) and the group level influenced perceptions of psychological contract fulfillment and employee-level outcomes. Controlling for individual-level perceptions of LMX quality, results indicated a positive relationship between RLMX and fulfillment, which was strengthened as group-level variability in LMX quality increased. Perceptions of fulfillment mediated the relationship between RLMX and performance and sportsmanship behaviors. The importance of conceptualizing LMX as simultaneously operating at multiple levels is highlighted.
领导-成员交换（LMX）与心理契约文献先前的整合尚未阐明组内LMX差异化如何影响员工在雇佣关系中的态度和行为。因此，作者以4家制造工厂中31个完整工作小组的278名成员和管理者为样本，研究了组内层面（相对LMX，即RLMX）和小组层面的LMX如何影响心理契约履行感和员工层面的结果。在控制了个体层面的LMX质量感知后，结果表明RLMX与履行感之间存在正相关关系，且随着LMX质量在小组层面的变异性增加，这种关系得到加强。履行感的感知在RLMX与绩效及体育精神行为之间起中介作用。研究强调了将LMX概念化为同时在多个层面发挥作用的重要性。
