西南科技大学 硕士研究生学位论文I
摘要
员工在工作中的态度和行为不仅仅受到领导或是员工的单方面影响，这其中的角色
作用必然相互牵涉，尤其是领导-成员交换作为领导和员工的互动过程和互动结果，必
然受到双方的角色互动影响。即领导感知的领导-成员交换和员工感知的领导-成员交换
不仅会单独影响员工的态度和行为表现，其二元“一致性”更可能发挥重要作用，从而
更有效地预测员工的态度和行为。因此，本研究基于角色理论，从领导感知的领导-成
员交换和员工感知的领导-成员交换的“一致性”的视角出发，以探讨领导感知的领导-
成员交换和员工感知的领导-成员交换的一致性对员工偏离行为的影响，即：从“二元
互动”到成为“好员工”的可能性
本研究基于角色理论，从领导和员工的“二元”互动视角，随机抽取3家科技型中
小企业中领导者与员工的配对数据，检验了领导者和员工感知的领导-成员交换一致性
对员工偏离行为的影响。研究结果表明，领导者和员工感知的领导-成员交换越一致，
员工的情感承诺更高，偏离行为更低。同时，相比领导者和员工领导-成员交换的低水
平一致而言，二者在高水平一致的时候员工的情感承诺更高，人际偏离行为更低。此外，
情感承诺在领导者和员工感知的领导-成员交换一致性与员工人际偏离行为之间起着中
介作用
本研究结果有着重要的理论意义和实践意义，理论意义体现在：首先，从领导和员
工“二元互动”视角丰富了角色理论，即从角色过程（Role Process）的层面将角色理论
应用在组织个体不同角色的互动过程中；其次，从角色互动的角度，特别是对领导和员
工感知的领导-成员交换的“一致性”对员工偏离行为的影响探讨，不仅有助于全面理
解员工偏离行为产生的角色背景，还拓宽了员工偏离行为的前因变量；最后，通过探讨
情感承诺的中介作用，拓展了领导和员工“二元互动”与员工消极行为之间的作用机制
实践意义体现在：在实际管理中除了改善领导和员工之间的关系质量之外，还应该考虑
领导和员工对领导-成员交换的不同认知，以及角色互动过程及其相互影响，积极发挥
领导和员工感知的领导-成员交换一致性的作用，从而激发员工积极情感，避免员工消
极行为的产生
关键词：领导-成员交换领导-员工一致情感承诺偏离行为
西南科技大学 硕士研究生学位论文II
Abstract
Employees’ attitudes and behaviors at work are not only unilaterally influenced by
leaders or employees. These roles are necessarily involved with each other, especially
leader-member exchange (LMX). As the interactive process and interactive results of leaders
or employees, LMX must be influenced by the interaction of the roles of both parties. In other
words, LMX perceived by leaders and the LMX perceived by employees not only affect
employees’ attitudes and behaviors individually, but their binary ―consistency‖ is more likely
to play an important role in predicting employees’ attitudes and behaviors more effectively. So
based on role theory, from the perspective of ―consistency‖ of the LMX perceived by both the
leaders and the employees, this paper studies the effect of leader-employee congruence in
leader-member exchange on the employees’ deviance behavior, which is the possibility from
the “binary interaction” to being a “good employee”.
Based on role theory, from the perspective of ―dual‖ between leader and employee, this
paper randomly selected the leader-employee fit data of 3 small and medium sized
tech-enterprises to examine the effect of leader-employee congruence in leader-member
exchange on the deviance behavior. The results showed that the more aligned an employee’s
and his or her leader’s levels of leader-member exchange are, the higher their affective
commitment and the lower their deviance behavior. And it also showed that affective
commitment is higher and interpersonal deviance behavior is lower when an employee’s
leader-member exchange is higher than a leader’s rather than when a leader’s leader-member
exchange is higher than an employee’s. In addition, affective commitment played a mediator
role between the leader-employee congruence in leader-member exchange and the
interpersonal deviance behavior.
The results of this study boast of important theoretical and practical significance. The
theoretical significance is as follows: First of all, enriched the role theory from the perspective
of ―dual interaction‖ between leaders and employees. That is to say the role theory is applied
in the process of interactions between different roles of individuals and organizations from the
西南科技大学 硕士研究生学位论文III
perspective of Role Process. Secondly, not only helps to comprehensively understand the
background of the employees’ deviation behavior, but also broadens the antecedents of
employees’ deviation behavior from the aspect of role interaction especially the ―consistency‖
of LMX perceived by both leaders and employees; Finally, expanded the mediate mechanism
between the ―dual interaction‖ and the employees’ negative behavior by exploring the
mediating role of affective commitment. The practical significance is: in actual management,
in addition to improving the quality of relationships between leaders and employees, it is also
necessary to give full play to the ―consistency‖ of LMX perceived by both leaders and
employees. Based on the considering of the different perceptions of leaders and employees
may have according to LMX and the role interaction processes and interactions to stimulate
employees’ positive emotions and avoid the negative behavior of employees.
Keywords: leader-member exchange; leader-employee congruence; affective commitment;
deviance behavior
西南科技大学 硕士研究生学位论文IV
目录
1. 绪论 .......1
1.1 研究背景 ....1
1.2 研究意义 ....3
1.2.1 理论意义 ........3
1.2.2 实践意义 ........4
1.3 论文的研究内容和研究方法 .........4
1.3.1 研究内容 ........4
1.3.2 研究方法 ........5
1.3.3 技术路线图.....6
1.4 创新点 ........8
1.5 本章小结 ....8
2. 理论基础与文献综述.....9
2.1 角色理论 ....9
2.1.1 角色的概念.....9
2.1.2 角色理论的内容 .........9
2.1.3 角色理论的适用性 .....9
2.2 领导-成员交换 ..... 10
2.2.1 领导-成员交换的概念 .......... 10
2.2.2 领导-成员交换的结构 .......... 11
2.2.3 领导-成员交换的研究现状 .. 11
2.3 情感承诺 .. 17
2.3.1 情感承诺的概念 ....... 17
2.3.2 情感承诺的结构 ....... 18
2.3.3 情感承诺的研究现状 ........... 18
2.4 偏离行为 .. 20
2.4.1 偏离行为的概念 ....... 20
2.4.2 偏离行为的结构 ....... 20
2.4.3 偏离行为的研究现状 ........... 20
2.5 本章小结 .. 23。