心理科学进展 ›› 2024, Vol. 32 ›› Issue (8): 1287-1301.doi: 10.3724/SP.J.1042.2024.01287
收稿日期:
2023-12-31
出版日期:
2024-08-15
发布日期:
2024-06-05
通讯作者:
潘静洲, E-mail: painepjz@sina.com
基金资助:
Received:
2023-12-31
Online:
2024-08-15
Published:
2024-06-05
摘要:
在组织中, 领导与下属的交换关系(Leader-member exchange, LMX)不是一成不变的, 而是会随着时间以及关键事件的触发而发生变化。然而以往研究缺乏探索LMX形成和发展的动态研究, 且对事件推动变化的认识不足。本研究从激发LMX质量发生变化的“关键事件”切入, 系统分析引起LMX关系动态变化的前因及潜在的影响机制。首先, 通过演绎理论构建和归纳定性研究相结合的方法初步探索LMX关系变化的基本趋势及触动其变动的关键事件。其次, 在对LMX变化基本规律和触发LMX变化的关键事件初步探索的基础上, 针对LMX发展的不同时期的动态变化开展实证研究。针对LMX建立阶段, 着眼于员工与领导直接互动和间接互动的事件, 探索新员工的LMX建立与发展的过程。针对LMX常规化阶段, 基于事件研究的视角, 探索触发LMX再变化的组织内外部重要事件及LMX变化规律。研究以关键事件作为切入点, 发展了LMX动态变化的理论, 并为管理者和团队管理实践提供思路和建议。
中图分类号:
潘静洲, 杨雯静. (2024). 关键事件触发的领导与下属交换关系的变化及作用机制. 心理科学进展 , 32(8), 1287-1301.
PAN Jingzhou, YANG Wenjing. (2024). Changes in leader-member exchange triggered by key events and the related mechanisms. Advances in Psychological Science, 32(8), 1287-1301.
年份 | 1993 | 1996 | 2005 | 2009 | 2011 | 2015 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|---|---|---|---|---|---|---|
数量 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 2 | 2 | 2 |
表1 LMX动态研究实证论文数量
年份 | 1993 | 1996 | 2005 | 2009 | 2011 | 2015 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|---|---|---|---|---|---|---|
数量 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 1 | 2 | 2 | 2 |
文献 | 对象 | 节点 | 次数 | 具体时间 |
---|---|---|---|---|
Liden et al., | 员工与新主管 | 多时点 | 4 | 员工与新主管合作后的前5天; 新上司相处的第一天起的第2周、第6周、第6个月; |
Bauer & Green, | 毕业生 | 多时点 | 3 | 进入组织前3个月; 入职后12周、34周; |
Epitropaki & Martin, | 企业员工 | 多时点 | 2 | 两次调查间隔一年 |
Nahrgang et al., | 商科学生组建的新团队 | 多时点 | 5 | 第0、2、4、6、8周收集LMX数据 |
Naidoo et al., | 工程专业学生组建的新团队 | 多时点 | 3 | 在产品开发生命周期的2周、12周和24周 |
Park et al., | 企业员工 | 多时点 | — | 7年, 每年3次(间隔4个月), 模拟仿真 |
Ellis et al., | 企业员工 | 每天 | 5 | 为期5天, 每天完成调查 |
Liao et al., | 企业员工 | 多次 | 14 | 为期2周, 只要领导者和下属发生过超过2分钟的面对面交流, 即计入一次互动 |
Scott & Zweig, | 企业员工 | 多时点 | 3 | 每次间隔3.5个月 |
Chen et al., | 企业员工 | 多时点 | 6 | 当团队成立2周、1个月、2个月、4个月、6个月和12个月 |
Liu et al, | 企业新员工 | 每周 | 6 | 每周固定时间调查, 持续6周 |
Bartels et al., | 全职MBA; 企业员工 | 每天 | 15 | 每天调查, 持续15天 |
Dimotakis et al., | 商科学生 | 每周 | 10 | 每周固定时间调查, 持续10周 |
企业员工 | 每周 | 8 | 每周固定时间调查, 持续8周 | |
Martin et al., | 企业员工 | 每天 | 5 | 为期5天, 每天早晚各完成1次调查 |
表2 LMX动态研究调研的样本情况
文献 | 对象 | 节点 | 次数 | 具体时间 |
---|---|---|---|---|
Liden et al., | 员工与新主管 | 多时点 | 4 | 员工与新主管合作后的前5天; 新上司相处的第一天起的第2周、第6周、第6个月; |
Bauer & Green, | 毕业生 | 多时点 | 3 | 进入组织前3个月; 入职后12周、34周; |
Epitropaki & Martin, | 企业员工 | 多时点 | 2 | 两次调查间隔一年 |
Nahrgang et al., | 商科学生组建的新团队 | 多时点 | 5 | 第0、2、4、6、8周收集LMX数据 |
Naidoo et al., | 工程专业学生组建的新团队 | 多时点 | 3 | 在产品开发生命周期的2周、12周和24周 |
Park et al., | 企业员工 | 多时点 | — | 7年, 每年3次(间隔4个月), 模拟仿真 |
Ellis et al., | 企业员工 | 每天 | 5 | 为期5天, 每天完成调查 |
Liao et al., | 企业员工 | 多次 | 14 | 为期2周, 只要领导者和下属发生过超过2分钟的面对面交流, 即计入一次互动 |
Scott & Zweig, | 企业员工 | 多时点 | 3 | 每次间隔3.5个月 |
Chen et al., | 企业员工 | 多时点 | 6 | 当团队成立2周、1个月、2个月、4个月、6个月和12个月 |
Liu et al, | 企业新员工 | 每周 | 6 | 每周固定时间调查, 持续6周 |
Bartels et al., | 全职MBA; 企业员工 | 每天 | 15 | 每天调查, 持续15天 |
Dimotakis et al., | 商科学生 | 每周 | 10 | 每周固定时间调查, 持续10周 |
企业员工 | 每周 | 8 | 每周固定时间调查, 持续8周 | |
Martin et al., | 企业员工 | 每天 | 5 | 为期5天, 每天早晚各完成1次调查 |
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