领导与下属性别组合与下属工作绩效的关系研究—LMX的调节作用
摘要
在女性地位逐步提高的今天,更多女性走向职场,甚至处于企业的高层管理地位,改变了男性的唯一领导地位,同时也使得职场上的性别组合比例发生了变化。女性在职场上有其独特的优势,她们心思细腻利于琐碎复杂工作的处理,她们感情丰富利于员工之间的沟通,弥补了男性性格中的缺陷。近年来网络的BBS也频繁出现对于男性逐渐开始操持家务,女性更多走出家庭、走向工作岗位,甚至出现“全职主夫”这一现象的热议。因此单独看女性或者男性的谁的工作能力强、绩效高是很难比较出来的。但是将领导和下属的性别组合在一起研究时,工作绩效就产生的变化。因此本文通过不同行业、企业及岗位的员工的调研,主要研究下属和其直属上级间的性别组合对下属工作绩效及领导-部属交换关系水平的影响,判断不同的性别组合的交换关系水平是否相同,且是否会因不同的交换关系水平而影响性别组合和工作绩效之间的关系,即LMX是否具有调节作用。
本文利用了SPSS13.0的统计软件对领导-部属交换关系(LMX)量表和工作绩效量表的数据分析,在前人的性别差异、性别角色、性别组合、最新的领导-部属交换关系研究理论的基础上,希望在相关数据的有力支撑下本文的假设得到合理的解释,同时也希望此项研究能够帮助企业进行良好的人力资源配置,优化管理。
研究证实领导与下属性别的不同组合在LMX水平上存在显著性差异;LMX总体水平可以预测下属的工作绩效;LMX水平的不同维度对下属工作绩效也有显著的预测作用;LMX水平调节了领导与下属性别组合与下属工作绩效的关系。
With the increase of women’s status today, more women are going to the workplace as a common worker or a leader, which changes the only leadership of men and the ratio of gender combination in the workplace. Because of the unique advantages, women are attentive to deal with some trivial and complex jobs, and friendly to communicate with colleagues and fellows well, which makes up for the defect of male character. In recent years, there are hot arguments about the phenomenon of“full-time master husband”, such as the husband does housework and the wife goes to work. So it is difficult for us to compare female job performance with male job performance. However, when learning gender combination of the leader and the follower, their job performances make differences. Then this study examined the effect of gender combination between the leader and the follower to the follower’s job performance and leader-member exchange(LMX). The members of different industries and enterprises were selected as target sample. We wanted to determine whether different gender combinations between the leader and the follower can lead to different levels of LMX and different levels of LMX can lead to different performance.
The survey data about LMX scale and job performance scale was analyzed with the statistical software of SPSS 13.0. On the basis of the previous theory such as gender differences, gender roles, gender combination and the latest leader–member exchange, we hoped to validate some assumption with the strong backing of these data. At the same time we want to help some corporations resolve problems of HRM and increase the management efficiency.
Through this study we found the following results: LMX level of different gender combination between leader and follower is significantly different; the quality of LMX can predict the follower’s job performance; different dimensions of LMX can predict the follower’s job performance significantly; LMX takes a moderating role on the relationship of gender combination between leader and follower and the follower’s performance.
本文利用了SPSS13.0的统计软件对领导-部属交换关系(LMX)量表和工作绩效量表的数据分析,在前人的性别差异、性别角色、性别组合、最新的领导-部属交换关系研究理论的基础上,希望在相关数据的有力支撑下本文的假设得到合理的解释,同时也希望此项研究能够帮助企业进行良好的人力资源配置,优化管理。
研究证实领导与下属性别的不同组合在LMX水平上存在显著性差异;LMX总体水平可以预测下属的工作绩效;LMX水平的不同维度对下属工作绩效也有显著的预测作用;LMX水平调节了领导与下属性别组合与下属工作绩效的关系。
With the increase of women’s status today, more women are going to the workplace as a common worker or a leader, which changes the only leadership of men and the ratio of gender combination in the workplace. Because of the unique advantages, women are attentive to deal with some trivial and complex jobs, and friendly to communicate with colleagues and fellows well, which makes up for the defect of male character. In recent years, there are hot arguments about the phenomenon of“full-time master husband”, such as the husband does housework and the wife goes to work. So it is difficult for us to compare female job performance with male job performance. However, when learning gender combination of the leader and the follower, their job performances make differences. Then this study examined the effect of gender combination between the leader and the follower to the follower’s job performance and leader-member exchange(LMX). The members of different industries and enterprises were selected as target sample. We wanted to determine whether different gender combinations between the leader and the follower can lead to different levels of LMX and different levels of LMX can lead to different performance.
The survey data about LMX scale and job performance scale was analyzed with the statistical software of SPSS 13.0. On the basis of the previous theory such as gender differences, gender roles, gender combination and the latest leader–member exchange, we hoped to validate some assumption with the strong backing of these data. At the same time we want to help some corporations resolve problems of HRM and increase the management efficiency.
Through this study we found the following results: LMX level of different gender combination between leader and follower is significantly different; the quality of LMX can predict the follower’s job performance; different dimensions of LMX can predict the follower’s job performance significantly; LMX takes a moderating role on the relationship of gender combination between leader and follower and the follower’s performance.
引文
①哈罗德·孔茨,海因茨·韦里克,郝国华等译.管理学[M].北京:经济科学出版社,1993:4-5,442-443
①梁巧转.国外管理中的性别研究理论评述[J].妇女研究论丛,2001(3)
①杨雪燕,李树茁.西方社会性别概念及其测量的回顾与评述[J].国外社会科学,2006(4)
②Kanter Rosabeth Moss.Men and Women of the Corporation[M].Publishers of New York,1977:245-266
③Byrne,D.The Attraction Paradigm[M].New York:Academic press,1971
①王登峰,侯玉波.人格与社会心理学论丛[M].北京:北京大学出版社,2004,6:208-214
②王辉,牛雄鹰和罗胜强.领导-部属交换的多维结构及对工作绩效和情境绩效的影响[J].心理学报,2004,36(2):179-185
①王辉,刘雪峰.领导-部属交换对员工绩效和组织承诺的影响[J].经济科学,2005(2):94-101
②俞达,梁钧平.对领导者-成员交换理论(LMX)的重新检验—一个新的力量模型[J].经济科学,2002(1):5-18
③李秀娟,魏峰.打开领导有效性的黑箱_领导行为和领导下属关系研究[J].管理世界,2006(9):87-93
①钟建安,黄奇栋和李晶.上下级情绪智力对LMX、员工工作结果变量的作用研究[J].应用心理学,2009,15(1):62-66
②谢义忠,韩雪和张欣等.P-J匹配,P-O匹配与工作满意度的关系:LMX的调节作用[J].中国临床心理学杂志,2006,14(5):495-498
③仲理峰,周霓裳等.领导-部属交换对领导和部属工作结果的双向影响机制[J].心理科学进展,2009,17(5):1041-1050
①Fairhurst G.The Leader-Member Exchange Patterns of Women Leaders in Industry:A Discourse Analysis [J].Communication Monographs,1993,60:321-351
①杜红,王重鸣.领导-成员交换理论的研究与应用展望[J].浙江大学学报(人文社会科学版),2002,32(6):73-80
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[24]梁巧转.管理行为的性别差异与管理理论的发展[J].电子科技大学学报,1997,26:45-49
[25]梁巧转.国外管理中的性别研究理论评述[J].妇女研究论丛,2001(3)
[26]梁仲明.领导学通论:理论与实践[M].北京:北京大学出版社,2007
[27]林静如,罗新与等.追随者与领导者性别组合对追随者服从性与交换关系品质的影响[J].清云科技大学第二届企业经营管理研讨会文集,2005,12
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①梁巧转.国外管理中的性别研究理论评述[J].妇女研究论丛,2001(3)
①杨雪燕,李树茁.西方社会性别概念及其测量的回顾与评述[J].国外社会科学,2006(4)
②Kanter Rosabeth Moss.Men and Women of the Corporation[M].Publishers of New York,1977:245-266
③Byrne,D.The Attraction Paradigm[M].New York:Academic press,1971
①王登峰,侯玉波.人格与社会心理学论丛[M].北京:北京大学出版社,2004,6:208-214
②王辉,牛雄鹰和罗胜强.领导-部属交换的多维结构及对工作绩效和情境绩效的影响[J].心理学报,2004,36(2):179-185
①王辉,刘雪峰.领导-部属交换对员工绩效和组织承诺的影响[J].经济科学,2005(2):94-101
②俞达,梁钧平.对领导者-成员交换理论(LMX)的重新检验—一个新的力量模型[J].经济科学,2002(1):5-18
③李秀娟,魏峰.打开领导有效性的黑箱_领导行为和领导下属关系研究[J].管理世界,2006(9):87-93
①钟建安,黄奇栋和李晶.上下级情绪智力对LMX、员工工作结果变量的作用研究[J].应用心理学,2009,15(1):62-66
②谢义忠,韩雪和张欣等.P-J匹配,P-O匹配与工作满意度的关系:LMX的调节作用[J].中国临床心理学杂志,2006,14(5):495-498
③仲理峰,周霓裳等.领导-部属交换对领导和部属工作结果的双向影响机制[J].心理科学进展,2009,17(5):1041-1050
①Fairhurst G.The Leader-Member Exchange Patterns of Women Leaders in Industry:A Discourse Analysis [J].Communication Monographs,1993,60:321-351
①杜红,王重鸣.领导-成员交换理论的研究与应用展望[J].浙江大学学报(人文社会科学版),2002,32(6):73-80
[1] Adebayo,D.O.& Udegbe, I.B. Gender in the boss-subordinate relationship: A Nigerain Study[J]. Journal of Organizational Behavior,2004,25:514-525
[2] Byrne,D. The Attraction Paradigm[M]. New York:Academic Press,1971
[3] Dienesch,R.M.& Liden,R.C. Leader-member exchange model of leader-ship: A critique and further development[J]. Academy of Management Review, 1986, 11: 618-634
[4] Donald D.Davis, Janet L.Bryant. Leader-member exchange,trust,and performance in national science foundation industry/university cooperative research centers[J]. J Technol Transf,2010(35):511-526
[5] Fairhurst G.The Leader-Member Exchange Patterns of Women Leaders in Industry:A Discourse Analysis[J].Communication Monographs,1993,60:321-351
[6] Graen,G.B.& Uhl-Blen,M. Development of leader-member exchange(LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective[J]. Leadership Quarterly,1995,6:219-247
[7] Greguras, G.J., & Ford, J.M. An examination of the multidimensionality of supervisor and suboedinate perceptions of leader-member exchange[J]. Journal of Occupational and Organizational Psychology,2006,79(3):433-465
[8] Kanter Rosabeth Moss. Men and Women of the Corporation[M].Publishers of New York,1977:245-266
[9] Liden,R.C.& Maslyn,J.M. Multidimensionality of leader-member exchange: An empirical assessment through scale development[J].Journal of Management,1998,24: 43-72
[10] Liden,R.C., Sparrowe,R.T.& Wayne,S.J. Leader-member exchange theory: The past and potential for the future[J]. In: K M Rowland, G R Ferris Eds. Research in Personnel and Human Resource Management. Vol.15. Greenwich, CT: JAI Press, 1997:47-119
[11] Liden,R.C., Wayne, S.J.& Stilwell,D. A longitudinal study on the early development of leader-member exchanges[J]. Journal of Applied Psychology,1993,78: 662-674
[12] Tajfel, H. & Turner,J.C. The social identity theory of intergroup behavior[J]. Psychology of Intergroup Relation,1985: 7-24
[13] Tsui,A.S., Pearce,J. L.& Porter, L. W. Alternative approaches to the employee- organization relationship:Does investment in employees pay off[J].Academy of Management Journal, 1997, 40:1089-1121
[14] [加]史蒂文·麦克沙恩,[美]玛丽·安·冯·格里诺.汤超颖,译.麦克沙恩组织行为学[M].北京:中国人民大学出版社,2008
[15] [美]迈克尔E.哈特斯利.刘彧彧，译．管理沟通：原理与实践[M].北京:机械工业出版社,2008
[16]陈胜军.周边绩效理论与实践[M].北京:对外经济贸易大学出版社,2007:67-71
[17]陈志雄.主管-员工交换关系对员工行为反应的影响研究[D].硕士学位论文,同济大学,2008
[18]杜红,王重鸣.领导-成员交换理论的研究与应用展望[J].浙江大学学报(人文社会科学版),2002,32(6):73-80
[19]冯嘉.女性参与高层行政管理的研究[J].广西大学学报(哲学社会科学版),2002,24:149-150
[20]哈罗德·孔茨,海因茨·韦里克.郝国华等,译.管理学[M].北京:经济科学出版社,1993:4-5,442-443
[21]康宛竹.性别角色定式与管理者特征的关系研究[J].广东技术师范学院学报,2008(10):51-56
[22]李秀娟,魏峰.打开领导有效性的黑箱_领导行为和领导下属关系研究[J].管理世界,2006(9):87-93
[23]梁巧转,忻依娅和任红军.两性领导风格理论研究评述[J].妇女研究论丛,2004(5)
[24]梁巧转.管理行为的性别差异与管理理论的发展[J].电子科技大学学报,1997,26:45-49
[25]梁巧转.国外管理中的性别研究理论评述[J].妇女研究论丛,2001(3)
[26]梁仲明.领导学通论:理论与实践[M].北京:北京大学出版社,2007
[27]林静如,罗新与等.追随者与领导者性别组合对追随者服从性与交换关系品质的影响[J].清云科技大学第二届企业经营管理研讨会文集,2005,12
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