本文關(guān)鍵詞：LMX對(duì)員工組織支持感知與情緒枯竭的影響——LMX差異化的調(diào)節(jié)作用　出處：《經(jīng)濟(jì)管理》2017年08期 　論文類型：期刊論文

  更多相關(guān)文章： 領(lǐng)導(dǎo)—成員交換關(guān)系 領(lǐng)導(dǎo)—成員交換關(guān)系質(zhì)量差異化 情緒枯竭 組織支持感知

【摘要】：本文采用120個(gè)分店的514名員工的匹配數(shù)據(jù),結(jié)合資源保存理論、社會(huì)交換理論和公平理論,探討了領(lǐng)導(dǎo)—成員交換關(guān)系(LMX)對(duì)員工組織支持感知和情緒枯竭的影響,以及員工組織支持感知在領(lǐng)導(dǎo)—成員交換關(guān)系質(zhì)量和員工情緒枯竭之間的中介作用,并重點(diǎn)探討了領(lǐng)導(dǎo)—成員交換關(guān)系質(zhì)量差異化對(duì)上述關(guān)系的調(diào)節(jié)作用。結(jié)果表明,領(lǐng)導(dǎo)—成員交換與員工組織支持感知總體上呈顯著正向關(guān)系;領(lǐng)導(dǎo)—成員交換與情緒枯竭總體上呈顯著負(fù)向關(guān)系,且員工組織支持感知在其中起到部分中介作用;領(lǐng)導(dǎo)—成員交換關(guān)系質(zhì)量差異化分別對(duì)領(lǐng)導(dǎo)—成員交換關(guān)系與情緒枯竭和領(lǐng)導(dǎo)—成員交換關(guān)系與員工組織支持感知的關(guān)系起到調(diào)節(jié)作用。進(jìn)一步地,領(lǐng)導(dǎo)—成員交換關(guān)系質(zhì)量差異化會(huì)調(diào)節(jié)員工組織支持感知在領(lǐng)導(dǎo)—成員交換關(guān)系與情緒枯竭中的中介作用,即存在被調(diào)節(jié)的中介效應(yīng)。
[Abstract]:In this paper, the data of 514 employees in 120 branches, with the conservation of resource theory, social exchange theory and equity theory, discusses the relationship between leader member exchange (LMX) on organizational support influence cognitive and emotional exhaustion, and employee perceived organizational support guide member exchange intermediary role between relationship quality and employee emotional exhaustion in the collar, and discussed the relationship between leader member exchange quality differentiation moderating effects on the relationship. The results show that the leader member exchange and organizational support perceived overall positive impact; leader member exchange and emotional exhaustion on the whole has a significant negative relationship, and perceived organizational support to employees in plays the intermediary role; leader member exchange relationship quality difference on leader member exchange relationship with emotional exhaustion and leader member exchange. It plays a moderating role in the relationship between employee support and perceived organizational support. Further, the difference between leader member exchange quality will mediate the mediating effect of perceived employee support in leader member exchange and emotional exhaustion, that is, the moderating mediator effect exists.

【作者單位】： 南京大學(xué)商學(xué)院;
【基金】：國(guó)家自然科學(xué)基金項(xiàng)目“中國(guó)企業(yè)懲罰行為的決策動(dòng)因、直接及溢出效應(yīng)”(71372028) 江蘇省333高層次人才培養(yǎng)工程專項(xiàng)資助項(xiàng)目“轉(zhuǎn)型期企業(yè)高績(jī)效工作系統(tǒng)的內(nèi)容結(jié)構(gòu)、測(cè)量與實(shí)施效果:基于江蘇服務(wù)業(yè)的實(shí)證研究”(BRA2015330)
【分類號(hào)】：C936;F272.92
【正文快照】： 一、引言 當(dāng)今時(shí)代,伴隨著勞動(dòng)力就業(yè)市場(chǎng)的激烈競(jìng)爭(zhēng),組織中的工作壓力也急劇增加,大量組織中的員工都存在情緒資源被極度消耗的情況。而情緒枯竭成為組織,尤其是那些需要員工長(zhǎng)期進(jìn)行大量情緒勞動(dòng)的組織極為關(guān)心的一個(gè)話題,很大程度上是因其所能造成的負(fù)面后果的嚴(yán)重性,如低

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