摘要
基于社会交换的理论视角,以下属关系投入-主管资源回报的概念架构来展现组织中主管与下属关系互动的实质,对主管-下属关系的运作效果与机制进行跨层次的实证研究。通过问卷法获得54个工作群体的426名下属与主管的对偶数据,基于HLM分析的结果表明:下属在工作之余对主管的私人关系投入不仅能直接获得主管的工具性资源回报与情感性资源回报,还能通过领导-成员交换(LMX)间接地获得主管的工具性与情感性资源回报,而在工作群体内基于私人关系进行人力资源管理决策的特征对主管与下属之间的关系互动与关系质量也存在一定程度的影响。
Different from western society, Chinese employees attached much importance to developing good personal relationship with their leaders. So, the concept of ＂guanxi＂ and ＂guanxi management＂ were the most important aspects in Chinese management. In perspective of social exchange theory, this study enriched the concept of supervisor-subordinate guanxi, developed a social exchange model of supervisor-subordinate guanxi, and then investigated the mechanism of supervisor-subordinate guanxi operation and its effects on subordinate in Chinese organizations.
By using questionnaire survey, the exploratory factor analysis （EFA） for data of 211 employees and confirmatory factor analysis （CFA） for data of 426 employees were implemented. The results showed that subordinate＇s guanxi input had only one dimension, and supervisor＇s resources output had two dimensions, including instrumental resources output and affective resources output. The study also showed that the subordinate guanxi input and supervisor resources output questionnaires had good reliability and high validity.
By using questionnaire, Data was from a total of 426 matched supervisor-subordinate dyads in 54 work groups from different organizations. Hierarchical liner modeling （HLM） analysis was implemented, the results showed that after controlling task performance, subordinate＇s guanxi input had a positive effect on supervisor＇s instrumental resources output and affective resources output. Subordinate＇s guanxi input had a positive effect on leader-member exchange （LMX）. The results also indicated that LMX partially mediated the relationship between subordinate＇s guanxi input and supervisor＇s resources output. Although our hypothesis that guanxi-based human resources management practice in work group had a positive moderating effect on the relationship between subordinate＇s guanxi input and supervisor＇s resources output was not tested, the results indicated that guanxi-based human resources management practices of work group were significantly relative to supervisor＇s affective resources output and LMX.
The present study contributes to our understanding of the private guanxi operation behavior happened outside of work and its mechanism involved between supervisor and subordinate, as well as LMX in Chinese organizations. The results of this study will be of benefit to the guanxi management practices in organizations. Finally, the limitations in this study were discussed, and the future directions were also presented.
出处
《心理学报》
CSSCI
CSCD
北大核心
2011年第7期798-809,共12页
Acta Psychologica Sinica
基金
国家自然科学基金资助(70671046)
教育部人文社科青年基金资助(10YJC630267)
华中师范大学人文社科丹桂计划资助(09DG003)
关键词
主管-下属关系
关系投入
资源回报
领导-成员交换
关系导向人力资源管理
supervisor-subordinate guanxi
guanxi input
resources output
leader-member exchange （LMX）
guanxi-based human resources management practice
