School of Business, Portland State University, PO Box 751, Portland, OR 97207-0751, USA.
J Appl Psychol. 2010 Nov;95(6):1104-20. doi: 10.1037/a0020578.
The leader-member exchange (LMX) literature has established that leaders differentiate among their followers. Yet little is known about the effects of LMX differentiation (within-group variation in LMX quality). In this study, we contend that the effects of LMX differentiation on the employee outcomes of work attitudes, coworker relations, and employee withdrawal behaviors will be contingent upon the level of procedural and distributive justice climate. Data from 276 employees working in 25 stores of a retail chain in Turkey supported our hypotheses such that LMX differentiation was related to more negative work attitudes and coworker relations, and higher levels of withdrawal behaviors only when justice climate was low.
领导-成员交换（LMX）文献已经证实，领导者会对其下属进行区分。然而，对于 LMX 差异化（LMX 质量的组内差异）的影响却知之甚少。在这项研究中，我们认为，LMX 差异化对员工工作态度、同事关系和员工离职行为等结果的影响将取决于程序公平和分配公平氛围的水平。来自土耳其一家零售连锁店 25 家门店的 276 名员工的数据支持了我们的假设，即只有在公平氛围较低的情况下，LMX 差异化才与更消极的工作态度和同事关系以及更高水平的离职行为相关。
