领导成员交换差异与新生代员工敬业度的关系研究

Leader-Member Exchange and Employee Engagement:The Roles of Differentiated Leader-Member Exchange and Self-Efficacy

旨在研究领导成员交换差异对新生代员工敬业度的影响,并以社会认知理论和社会比较理论为基础,研究领导成员交换差异和自我效能感在以上关系中的调节及中介作用。以4家企业46个团队261名新生代员工为对象,采用HLM7.0进行分析,结果表明,领导成员交换对员工的敬业度有显著的正向影响,员工自我效能感在其中起着中介作用;领导成员交换差异越大,领导成员交换与自我效能感之间的正向关系越显著。

This paper is to examine the influence of leader-member exchange on employee engagement in Chinese organizational settings.Based on social identity theory and social comparison theory,we further explore the mediating role of self-efficacy in the leader-member exchange and employee engagement relationship and the moderating effect of differentiated leader-member exchange on the relationship between leader-member exchange and self-efficacy.HLM hierarchical regression analyses on a sample of 261 from 46 teams of 4 firms,the results show that leader-member exchange relates positively to employee engagement;Self-efficacy mediates the relationship between leader-member exchange and employee engagement;Differentiated leader-member exchange moderates the relationship between leader-member exchange and self-efficacy.