领导成员交换差异的影响:有益还是有害?

The Impact of Leader⁃Member Exchange Differentiation:Beneficial or Detrimental?

领导成员交换(leader-member exchange,LMX)差异指的是领导者在团队管理过程中同团队成员发展差异化的社会交换关系。尽管LMX差异在团队中普遍存在,但其影响效果仍存在争议。这既不利于研究者厘清个体和团队在面对差异化管理方式时的心理和行为反应,也不利于管理者利用差异化管理方式来实现团队目标。为此,通过系统评述LMX差异领域的高质量中英文文献,本研究归纳了LMX差异对个体和团队有效性产生积极影响、消极影响和倒U型影响三种观点的理论视角与实证发现。此外,本研究指出,目前研究发现不一致背后的原因主要有调节变量不同、LMX差异构型不同、LMX差异基础不同和测量方式不同。未来研究应该明确LMX差异的概念本质、优化LMX差异的研究设计、拓宽LMX差异研究视角并关注数智时代独特的LMX差异现象。

Leader⁃member exchange(LMX)differentiation captures the phenomenon that leaders develop differentiated relationships with subordinates,ranging from low⁃quality transactional relationships to high⁃quality socio⁃emotional relationships.Despite the prevalence of LMX differentiation in teams,the impacts of LMX differentiation are still controversial.These contradictory findings neither help researchers clarify the psychological states and behavioral responses of individuals and groups when faced with different management styles,nor do they help managers use different management styles to achieve team goals.To this end,through a systematic review of Chinese and English literature in the area of LMX differentiation,this study summarizes the theoretical perspectives and empirical findings of three perspectives on the positive,negative,and inverted U⁃shaped effects of LMX differentiation on individual and team effectiveness.In addition,this study points out that the main reasons behind the inconsistent findings of current research are differences in moderating variables,different configurations of LMX differentiation,different bases of LMX differentiation,and different measurement approaches.Future researches should clarify the conceptual definition of LMX differentiation,enrich the methods for LMX differentiation,broaden the research perspectives on LMX differentiation,and pay attention to unique LMX differentiation phenomena in the era of digital intelligence.