摘要
本研究从主管—员工二元视角出发,结合相似—吸引理论和社会交换理论,分析了感知家庭支持型主管行为一致性对工作绩效的影响以及领导—成员交换的中介作用。通过运用多项式回归与响应面分析对两阶段69份主管与318份员工配对数据进行分析,结果显示:与“主管低—员工低”相比,“主管高—员工高”感知家庭支持型主管行为时的领导—成员交换质量更高;与“主管高—员工低”相比,“主管低—员工高”感知家庭支持型主管行为时的领导—成员交换质量更高;主管—员工感知家庭支持型主管行为一致性通过领导—成员交换正向影响任务绩效和关系绩效。
This study analyzes the effects of perceived family-supportive supervisor behavioral congruence on job performance and the mediating role of leader-member exchange from a binary supervisor-employee perspective and in conjunction with similarity-attraction theory and social exchange theory.The data collected from 69 supervisors paired with 318 employees were analyzed through cross-level polynomial regression analysis and response surface analysis techniques,and the results showed that:in the case of congruence,compared to“low supervisor-low employee”perceived family-supportive supervisory behavior,the level of leader-member exchange is higher for“high supervisor-high employee”perceived family-supportive supervisor behavior;in the case of incongruence,compared to“high supervisor-low employee”perceived family-supportive supervisory behavior,the level of leader-member exchange is higher for“low supervisor-high employee”perceived family-supportive supervisor behavior;supervisor-employee perceived family supportive supervisor behavior congruence influences task performance and contextual performance through leader-member exchange.
作者
于桂兰
邱迅杰
Yu Guilan;Qiu Xunjie(School of Business and Management,Jilin University,Changchun,130012)
出处
《珞珈管理评论》
2023年第1期115-130,共16页
Luojia Management Review
基金
国家社会科学基金重大项目“中国参与制定国际劳工标准新规则研究”(项目批准号:19ZDA136)。
关键词
感知家庭支持型主管行为一致性
领导—成员交换
任务绩效
关系绩效
Perceived family-supportive supervisory behavioral congruence
Leader-member exchange
Task performance
Contextual performance
