ֻ17जֻ2௹ ᇏଲն࿐࿐Б(ഠ߶॓࿐ϱ) 2011୍4ᄅ J. CENT. SOUTH UNIV. (SOCIAL SCIENCE) Apr. 2011 ቆᆮᆦӻۋაLMXؓᆯၩ֥႕ཙ ྷᅽमđࣁޣႇ (шն࿐ࣜ࠶ܵ࿐ჽđࠝਟࠝđ133002) ᅋေğ๙ݖ໙जטҰđၛౝ֛൧ݓႵᇅᄯြ4ࡅ܄ඳ֥310ჴ۽ູႵིဢЧđฐษਔቆᆮᆦӻۋaਵ֝−Ӯჴࢌߐܱ༢(LMX)ؓቆᆮӵ୶აᆯၩ֥႕ཙ֥໙ีb࣮ᄝંМ֥ࣟࠎԤഈิԛਔ࣮ࡌഡބ࣮ଆđಖުҐႨਔࢲܒٚӱࡹଆ֥ٚمđဒᆣਔ൙༵ิԛ֥࣮ࡌഡbࢲݔіૼđቆᆮᆦӻۋaLMXؓቆᆮӵ୶Ⴕሢཁᇷᆞ૫႕ཙđؓᆯၩႵሢཁᇷڵ૫႕ཙĠቆᆮӵ୶აᆯၩႵሢཁᇷڵ૫႕ཙđՖط֤ᆩቆᆮӵ୶ᄝቆᆮაᆦӻۋაLMXؓᆯၩ႕ཙᇏఏ֥֞ᇏࢺིႋbၹՎđೂݔေิۚჴ۽֥ቆᆮӵ୶đطࢆ֮ᆯၩđପહႵсေ఼טቆᆮᆦӻۋބLMXb ܱՍğౝ֛൧ݓႵᇅᄯြĠቆᆮᆦӻۋĠLMXĠቆᆮӵ୶Ġᆯၩ ᇏٳোݼğB849; C93 ໓ངѓ്ğA ໓ᅣщݼğ1672-3104(2011)02−0129−06 ၛ༯ࡥӫLMX)൞ၛഠ߶ࢌߐંູࠎԤ֥đ൞႕ཙቆᆮӵ୶ބᆯၩ֥ᇗေభၹ(antecedents)bЧ၂aႄ ࣮ࡼՖഠ߶ࢌߐં֥ܴׄԛؿđࣉ၂҄ฐษᆯၩ b ఒြჴ۽֥ᆯྛູؓఒြaഠ߶Ⴕޓն֥ڵ૫ೂޅႵֹིЌӻቆᆮᆦӻۋބᇉࡄ֥LMXࣼ႕ཙđᆯ၂Ϯ۳ఒြջটਆᇕാğཁྟ֥ބႅྟӮູܵᆀބܼն࣮ᆀ૫ਢ֥໙ีbഠ߶ࢌߐં֥bఃᇏႅྟാđೂଖུჴ۽Պᆯջট֥ದྏڜaಪູ, ჴ۽൞ູਔࣜ࠶ބഠ߶ྟ֥Бԏط۽ቔ֥, ႅྟւ۽ࣉط෮ջট֥ളӁੱࢆ֮đମᇀႮՎӁള֥ૌაቆᆮ֥ܱ༢࿖ਔ߲ჰᄵb֒ቆᆮܱྏჴ۽aఒြലუ൳֩ڵ૫႕ཙෙᅝऌਔޓնб২đಏѩໃրჴ۽ൈ,۴ऌ߲ჰᄵđჴ۽္߶Ϻᇹቆᆮղ֞[3]൳֞ቀܔ֥ᇗ൪bఒြາࠏܵགྷሑज़ี࣮ཁൕ: ֥ଢѓbLMXބቆᆮᆦӻۋ൞ၛഠ߶ࢌߐંູࠎჿ30%֥ݓႵఒြࣜݖࠇᆀᆞᄝࣜሢჴ۽ᆯੱԤđႅݣሢ߲֥ჰᄵbૌᆭࡗ࠻թᄝ৳༢đႻۚ෮ᄯӮ֥າࠏđఃᇏႮႿᇏۚҪܵದҌၩຓᆯႵ၂ק֥љbEisenberger֩ದ࣮ؿགྷđLMXᇗׄ෮֝ᇁ֥າࠏ֥ݓႵఒြб২ۚղ42%bၹՎđೂޅܱᇿჴ۽ބܵᆀࢌߐܱ༢֥ᇉഈđѩ൞ၛۋ౦ᇾದҌၘӮູ႕ཙఒြؿᅚ֥၂ն҂ಸޭ൪ ֥ ᆦӻބႵႨሧჷ֥ࢌߐູࠎԤ֥đطቆᆮᆦӻۋᄵϜ໙ีb ܱᇿ֥ࢊׄࠢᇏᄝჴ۽ބቆᆮ֥ࢌߐܱ༢ഈđѩࡼᆃݖ֥ۚᆯੱၩሢದ൙ӮЧ֥ڵքđၹطđჴᇕܱ༢ۀ߄ູჴ۽ؓቆᆮܱྏૌ֥܊ངބ০ၭ֥[4]۽֥ᆯྛູ၂ᆰ൳֞ܵഈཌྷ֥֒ᇗ൪đྸ؟࣮ሹ֥ुمbቋުđෙಖቆᆮᆦӻۋބLMXა࢘ؓჴ۽֥ᆯݖӱ(turnover process)ࣉྛധೆฐษbຓྛູཌྷܱđ൞ᄝ࢘ଽ֥ྛູٚ૫đLMX֥႕ཙ[5−6]ᆯၩ൞ᆯྛູᆇᆞؿളቋᇶေ֥ಪᆩభᅸбቆᆮᆦӻۋေն֤؟b (cognitive precursor)đߐᆭđჴ۽֥ᆯၩቋିࢳᄝݖಀ֥࣮ᇏđ࿐ᆀؿགྷቆᆮᆦӻۋaLMXؓఃᆯؿള֥ॖିྟbMobleyಪູฐษᆯቋᆰࢤቆᆮӵ୶აᆯၩᆭࡗթႵۚ؇֥ཌྷܱྟbؓၹᆷѓ൞ᆯၩđᆺေᆌؓᆯၩࡆၛҩ൫đLMXaቆᆮᆦӻۋބቆᆮӵ୶ೂޅ܋ቔႨႿᆯၩьॖၛყҩ႕ཙໃট֥ᆯ֥ॖିၹđѩॖၛࢹ֥࣮ߎޓഒbࠎႿഈඍ࣮МࣟބࠏđЧ࣮[1−2]Վটڿࠇࢆ֮ᆯྛູ֥ӁളbՎຓđቆᆮᆦӻࡼՖഠ߶ࢌߐં֥ܴׄটđࣉ၂҄ฐษቆᆮᆦӻۋaۋaਵ֝−Ӯჴࢌߐܱ༢(Leader-Member ExchangeđLMXაቆᆮӵ୶ބᆯၩᆭࡗ֥ܱ༢b ൬۠ರ௹ğ2010−09−06Ġྩ߭ರ௹ğ2010−10−06 ࠎࣁཛଢğшն࿐“211۽ӱ”ֻ௹ᇗׄ࿐॓ࡹഡࠎࣁཛଢ ቔᆀࡥࢺğྷᅽम(1975−)đଳđӔ༷ቂđࠝਟࠝದđѰൖđшն࿐ڬ࢝൱đᇶေ࣮ٚཟğದ৯ሧჷܵđቆᆮྛູ.
ᇏଲն࿐࿐Б(ഠ߶॓࿐ϱ) ֻ17ज 130 ᆞ૫֥đߐओ߅ඪđ֒҆උӮູᇶ֥ܵྐđࠇ൞ބᇶܵႵਅݺ֥ࢌߐܱ༢đ҆උჟႵਅݺ֥ቆᆮӵ୶bؽa࣮ଆა࣮ࡌഡ Ⴎၛഈંđૌิԛࡌഡ3ğLMXაቆᆮӵ୶ӯཁ ᇷᆞཟܱ༢b (၂) ࣮ଆ ჭٳ༅࣮ؿགྷLMX֥ᇉაᆯၩ჻ބൌ࠽[15−16]Ч࣮۴ऌ࣮ଢ֥ބཌྷܱ໓ངđၛቆᆮᆦӻۋᆯӯགྷཁᇷڵཌྷܱbMorrow֩ದ࣮іૼ[17]ބLMXቔູሱэਈđᆯၩቔູၹэਈđᄜၛቆLMXିܔყҩ҆උ֥ᆯၩbMajor֩ದ֥࣮ᆮӵ୶ቔູᇏࢺэਈđฐษ۲эਈᆭࡗ֥ܱ༢đൈđߎᆣૼđۚᇉ֥LMXა۽ቔડၩ؇aቆᆮӵ୶ӯ[18]ॉҳቆᆮӵ୶֥ᇏࢺིႋđࠧቆᆮᆦӻۋაLMX൞ᆞཌྷܱđაᆯੱӯཁᇷڵཌྷܱbၹՎđࠎႿݖಀڎ๙ݖቆᆮӵ୶টؓᆯၩӁള႕ཙbູਔౢԣᆰ֥࣮ࢲંđૌิԛࡌഡ4ğLMXაᆯၩӯཁֹܴ૭ඍഈඍэਈᆭࡗ֥ܱ༢đᄝՎิԛೂ༯1֥ᇷڵཟܱ༢b ࣮ଆb Rhoades֩ದ࣮ؿགྷቆᆮӵ୶აᆯౠཟӯڵ[19−20] ཌྷܱbClugstonᆷԛჴ۽֥ቆᆮӵ୶ؓఃੀੱ൞Ⴕ႕ཙ֥đ֒ჴ۽֥ቆᆮӵ୶ᄀ֮߶ᄯӮჴ۽֥ಌ[21−22]aᆯࠣւ۽֩ྛູbၹՎđૌಪູ֒ჴ۽ؓቆᆮႵۚ؇֥ቆᆮӵ୶ൈđ߶ࢆ֮ఃᆯၩbႿ൞ૌิԛࡌഡ5ğჴ۽ቆᆮӵ୶ؓႿჴ۽ᆯၩऎႵཁᇷ֥ڵཌྷܱ༢b 1 ࣮ଆ a࣮ٚم (ؽ) ࣮ࡌഡ ᄝၛສ࣮֥ࠎԤഈđิԛၛ༯֥࣮ࡌഡğ Bishop֩ದ࣮ؿགྷđটሱቆᆮଖᇕӱ؇֥ᆦӻ(၂) ࣮ؓའ ॖၛࠗؿᇕӱ؇֥ቆᆮӵ୶bൈđቆᆮᆦӻۋߎЧ࣮ؓౝ֛൧ݓႵᇅᄯြ4ࡅ܄ඳ֥ჴ۽܋ؿ๙ݖડቀჴ۽֥݂උۋބ౦ۋᆦӻ֩ٚ૫֥ླေটᄹ٢໙ज500ٺđ߭൬໙ज356ٺđ߭൬ੱູ72%đ२[7]఼ჴ۽֥ۋ౦ӵ୶bKraimerაWayne࣮ᆣൌđԢ46ٺི໙जđ࠹Ⴕི໙ज310ٺbဢЧ֥ऎุ౦֒ቆᆮؓຓஊದჴᄝࣜ࠶ބᆯြؿᅚ֩ٚ૫۳Ⴭܱྏঃೂ༯෮ඍğྟљٳ҃бࢠनᄋđଳྟ୯ྟٳљᅝބᆦӻൈđॖᄹࣉᆃུದჴؓቆᆮ֥ۋ౦ӵ୶đิۚ%ა%Ġط୍ਭ֥ٳ҃ᄵ؟ᄝ20j35ෟᆭࡗđ[8]ૌࠆ֤Ӯۿ֥ࠏ߶bႮՎิԛ࣮֥ࡌഡ1ğቆᆮ܋ᅝ%b۽ቔ୍ཋၛ3j10୍ದඔູቋ؟đᅝᆦӻۋაቆᆮӵ୶ӯཁᇷᆞཟܱ༢b %bᆯ֩ࢨҪ؟ູ၂Ϯჴ۽ᅝ%Ġᆯ҆ٚRhoades֩ದ֥࣮֤ᆩđቆᆮᆦӻۋބং۽a૫ၛളӁ҆ቋ؟đᅝ%đఃՑᄵ൞ܵ҆đւ۽(tardiness)ބᆯ֩ཨࠞ෪ྛູіགྷԛڵཟܱᅝ%bሹุഈಪູဢЧაሹุٳ҃б২၂ᇁb [9]༢bቆᆮᆦӻۋაᆯၩၛࠣ၂ུൌ࠽ഈ֥ཨࠞ(ؽ) ࣮эཛᆭҠቔקၬა࣮۽ऎ ྛູ(ೂཨࠞւ۽aಌၛࠣሱ჻ᆯ֩)ऎႵڵཌྷ Ч࣮Ⴈ֥ਈіࢥ൞ႄႨݓຓ࿐ᆀؿᅚӮඃᆭ[10−11]ܱbೂݔቆᆮᆦӻۋ֮đჴ۽ۋ֞ሱ࠭აቆᆮ֥࣮Ӯݔܼ൳ൌༀࢸა࿐ඌࢸᆭड़קbھਈіҐႨܱ༢҂ކđჴ۽ູਔ߫گ܄֥ࢌߐܱ༢đࣼॖିLikertׄԄ؇đႮw٤ӈᏵၩx֞w٤ӈၩxđაቆᆮྏ֣đჴ۽߶০Ⴈః۽ቔࠏ߶ࡹ৫ఏྍٳљ۳Ⴭ1j5ٳđ֤ٳᄀۚіൕ൳ҩᆀၩӱ؇ᄀ֥܄ࢌߐܱ༢đՖط֝ᇁᆯྛູ֥ؿളbႿ൞đۚb ૌ֤ԛ࣮֥ࡌഡ2ğቆᆮᆦӻۋაᆯၩӯཁ1. ቆᆮᆦӻۋҠቔקၬࠣਈі ᇷڵཟܱ༢b ቆᆮᆦӻۋ֥ଢ֥ᄝႿҩਈჴ۽ؓႿቆᆮ൞ڎᇗ֒LMXਅݺൈđᇶܵ߶۳ა҆උ۷؟֥ᆦӻđ൪ૌ֥܊ངđѩܱྏૌڞ০֥ྐაᆩतbЧ۴ऌഠ߶ࢌߐჰᄵࠣБض֥౦ۋđ҆උ߶۷୭৯۽ቔđ࣮ҐႨWayne֩ದ1997୍֥7۱ཛଢb২ೂđ“[12−13]ѩ۳Ⴭ۷֥ۚӵ୶đቔູ߭БbNystrom࣮ᆣૌఒြޓܱྏ֥ڞ০”Ġ“ૌఒြޓܱྏ֥۱ದ[14]ൌLMXაቆᆮӵ୶ႵཁᇷᆞཌྷܱbၹՎđૌಪଢѓބࡎᆴൌགྷ”Ġ֩b ູਵ֝ა҆උႵਅݺ֥ࢌߐܱ༢ൈđ҆උ֥іགྷ൞2. LMXҠቔקၬࠣਈі
ֻ2௹ ྷᅽमđࣁޣႇğቆᆮᆦӻۋაؓᆯၩ֥႕ཙ 131Ч࣮ҐႨWayne֩ದ1997୍֥6۱ཛଢbఃᆯၩඹ۱эਈđѩဒᆣੂ۱ކ؇ᆷѓđ൞ڎژଽಸݤۂቋ؟֥แճᆀაᇶܵᆭࡗ֥đྐކ࿐ᆀ֥ࡹၰᆴđࢹՎটဒᆣЧ໙ज֥ྐ؇ބི؇bၛࠣཌྷਔࢳܱ֩༢ᇉ֥ӧඍđೂğ“܄ඳޓਔࢳႮі2ᇏॖၛुԛđଆ۲ཛކᆷѓनղ֞མඣ֥మ৯”Ġ“ᆩ֥֡ഈඳ֥ؓ۽ቔޓડၩ”Ġ֩b đႮՎᆣૼҩਈଆ൞Ⴕི֥b 3. ቆᆮӵ୶Ҡቔקၬࠣਈі [23]ቆᆮӵ୶൞ᆷჴ۽ؓቆᆮಪაೆ֥ӱ؇bі1 ฐ෬ྟၹٳ༅ࢲݔ /
ૌҐႨAllenაMeyer֥ቆᆮӵ୶ਈіᇏ“౦ۋӵཛଢ ၹ1ၹ2 ၹ3ၹ4୶”ົ؇֥ੂ۱ཛଢđೂğ“ুၩᄝགྷᄝᆃ۱ఒြPOS1 ࿃շ༯ಀ”Ġ“त֤ࣼ൞ᆃ۱ఒြնࡅ๖ᇏ֥၂POS2 [24]ჴPOS3 ”Ġ֩b 4. ᆯၩҠቔקၬࠣਈіPOS4 ᆯၩ൞ᆷჴ۽ᄝቆᆮ֥ଖ۱ᆯ໊ഈđ۽ቔ၂POS5 ؍ൈࡗުđषఒြѩ࿙ᅳః۽ቔࠏ߶ౠཟ֥ሹุPOS7 [25]іགྷࠇ؇bЧ࣮ҐႨMobley֥ᆯၩ໙जđLMX1 Чਈі܋ีđЇওᆯaᆯ֥յෘaႵषLMX2 [26]࿙ᅳః۽ቔ֥࠹߃bLMX3 LMX5 () ࣮ٚم ෮ႵඔऌҐႨބೈࡱЇࣉྛLMX6 ਔ༢ਙٳ༅b൮༵đᄎႨฐ෬ྟၹٳ༅ބဒᆣྟၹٳ༅֥ٚمؓ۲ਈі֥ྐ؇ބི؇ࣉྛਔဒbఃOC2 Ցđ๙ݖࡹ৫ࢲܒٚӱଆđဒਔ࣮ଆކ؇ބ۲эਈᆭࡗ֥ၹݔܱ༢bOC4 IL1 ඹaٳ༅ࢲݔ IL2 IL3 Ч࣮Ⴈ֥ਈі൞ݓຓषؿࣜݖ؟Ցဒ֥หᆘᆴ ਈіđෙಖᆃུਈіࣜݖ؟ՑဒđऎႵࢠ֥ۚྐ؇ࢳ֥эၳਈ(%) ބི؇đϜ༆֥ٚਈіᄎႨႿᇏݓఒြ໓߄Мࣟ༯Kaiser-Meyer-Olkin Measure: , Bartlett’s Test of Sphericity: 5 Ⴕсေؓఃࣉ၂֥҄ဒb POSսіቆᆮᆦӻۋaLMXսіਵ֝-Ӯჴࢌߐܱ༢aOCսіቆᆮӵ(၂) ฐ෬ྟၹٳ༅ ୶aTIսіᆯၩ Ч࣮ᇏҕაฐ෬ၹٳ༅֥ཛଢ܋Ⴕ22۱đҐႨᇶӮٳٳ༅مࣉྛၹԎ౼đѩοቋնٚҵم і2 ࢲܒଆކᆷѓ (Varimax)ࣉྛሇᇠbᄝֻ၂Ցၹٳ༅ᆭުđࡼڵހ2ொཬႿ֥3۱ཛଢPOS6đLMX4ބOC5Ԣᆭކᆷඔx/dfGFIRMR AGFI NFICFIުđࣉྛֻؽՑၹٳ༅đᄝჅ༯֥࣮ଆ ۱ཛଢᇏ܋Ԏ౼ਔ4۱ၹđ֤ԛKMOᆴູģđBartlett ᆴູđཁᇷྟඣູՖі1ॖၛुԛđྐ؇ིࠣ؇ٳ༅і3bమᄝэਈ֥ቆӮྐ؇۲ཌྷႋཛଢᄝૄ۱ၹഈ֥ڵހᄝၛഈđၹ(composite reliabilityđCR)൞ҩਈۀᆷѓ֥ଽ҆၂ᇁ܋ࢳ֥ሹэၳਈູ%đఃࢳ֥эၳਈٳྟđྐ؇ჟۚіൕᆃུᆷѓ֥၂ᇁྟჟۚđࡹၰᆴູ[27]љູ%đ%đ%, %đૄ۱ཛଢၛഈbЧ࣮۲эਈ֥CRᆴᄝၛഈ, ଽᄝ۲۱ၹഈ֥ٳ҃ࢠູམb ҆၂ᇁྟਅݺbनэၳԎ౼ਈ(Average Variance (ؽ) ဒᆣྟၹٳ༅ ExtractedđAVE)൞࠹ෘమᄝэਈ֥۲ҩਈэਈؓھమЧ࣮০Ⴈ࠹ೈࡱЇؓھਈіࣉྛᄝэਈ֥नэၳࢳ৯bAVEჟۚđᄵіൕమᄝဒᆣྟၹٳ༅đဒቆᆮᆦӻۋaLMXaቆᆮӵ୶aэਈႵჟ֥ۚྐ؇ބ൬৻ི؇đࡹၰఃѓሙᆴնႿ
ᇏଲն࿐࿐Б(ഠ߶॓࿐ϱ) ֻ17ज 132 [27]Ч࣮֥AVEनնႿၛഈđऎႵ၂ק֥൬p<)ӯཁᇷᆞཟܱ༢đࡌഡ1֤֞ਔᆦӻbՎࢲݔ[9]৻ི؇bHair֩ದಪູ۱љཛଢ֥ၹڵހਈቋݺᄝაRhoades֩ದ֥࣮ࢲݔ၂ᇁb֒ჴ۽֥ᇕᇕླ[28]ၛഈbЧ࣮ཛଢ֥ၹڵހਈनղཁᇷඣđ֤֞ડቀൈđჴ۽ؓቆᆮ֥ۋᆩބྐ൞උႿбࢠၹՎऎႵਅݺ֥ࢲܒི؇b ᆞཟ֥ुمđᆞཟ֥ྐ߶ჴ۽ؓႿሱ֥࠭܊ངބ ቆᆮ֥ᆦӻбࢠಸၞղ֞ޙׄđࣉطડၩቆᆮ֥ᇕі3 ဒᆣྟၹٳ༅ࢲݔ ᇕᆟҦބᇅ؇đࠎႿ߲đჴ۽္߶ิۚሱ࠭ؓቆᆮቆӮ नэၳ֥ӵ୶b ۀ ޙਈ ၹڵ ޙਈ ྐ؇ Ԏ౼ਈӫ эཛ ހਈ ༂ҵ (CR) (AVE) і4 ࢲܒଆކᆷѓ LMX1 2ଆ x RMR AGFI NFICFILMX2 ਵ֝− ປಆᇏӮჴࢌ LMX3 ࢺଆߐܱ༢ LMX5 ҆ٳᇏLMX6 ࢺଆPOS1 2ଆбࢠ ∆x=, ∆=2 POS2 POS3 ቆᆮ ቆᆮᆦӻۋაᆯၩ(ਫ਼ࣥ༢ඔູ−đᆦӻۋ POS4 p<)ӯཁᇷڵཟܱ༢đࡌഡ2֤֞ਔᆦӻbՎࢲݔPOS5 [21]აRhoades֩ದ֥࣮ࢲݔཌྷbቆᆮؓႿჴ۽֥POS7 ܱྏބᇗ൪Ҍ൞֝ᇁჴ۽჻ၩᄝቆᆮଽ҆aѩູቆOC1 ᆮቓԛ܊ང֥ᇗေჰၹbჴ۽֤֞ᇗေ֥ࡎᆴሧჷOC2 ቆᆮ (ೂđ۽ሧᄹӉaྍ֥ࠏ߶)đჴ۽ࣼ߶ӁളၬༀOC3 ӵ୶ ۋđοᅶ߲֥ჰᄵট๙ݖᄹࡆ࢘ଽބ࢘ຓིࠛđOC4 ࡨഒᆯaং۽֩ཨࠞ෪ྛູb OC6 LMXაቆᆮӵ୶(ਫ਼ࣥ༢ඔູđP<)ӯIL1 [18]ᆯ ཁᇷڵཟܱ༢đࡌഡ3֤֞ਔᆦӻbՎࢲݔაMajorIL2 ၩ ֥࣮ࢲݔ၂ᇁbᆃඪૼቆᆮӮჴऎႵࢠۚᇉ֥IL3 LMXđь߶ࢤ൳ᇶܵࢠ؟֥ܱᇿაᆦჱđطӮჴ؟ቆӮྐ؇=(Σѓሙၹڵހਈ)2/((Σѓሙၹڵހਈ)2+ౠཟၛࢠི֥ۚࠛіགྷaྐaᇑӴ؇აᆞཟ؇߭(Σ۲ҩਈэਈ֥ҩਈ༂ҵ)) Бᇶܵb नэၳԎ౼ਈ=(Σၹڵހਈ)2/((Σၹڵހਈ)2+ (Σ۲ҩਈэਈ֥ҩਈ༂ҵ)) LMXაᆯၩ(ਫ਼ࣥ༢ඔູ−đP<)ӯགྷཁᇷڵཟܱ༢đࡌഡ4֤֞ਔᆦӻbՎࢲݔა [30]Kenneth֩ದ֥࣮ཌྷbᇶܵა҆උᆭࡗႵ() ࢲܒٚӱଆٳ༅ ൮༵đૌࢹBaronაKennyิԛ֥ܱႿᇏࢺᇉࡄ֥ࢌߐܱ༢đᄵᇶܵ߶ᄝ۲ٚ૫۳Ⴭ҆උ؟၂ིׄႋٳ༅֥4۱่ࡱđࡼၛࠎሙଆ(ࡌഡ֥҆ٳᇏࢺᅶܤĠཌྷֹؓđᆃུ҆උ္߶ุᇶ֥ܵྏၩđքڵଆ)აࣩᆚଆ(ປಆᇏࢺଆ)ࣉྛؓбđቋᇔಒק۷ն֥ᄳđ֝ᇁჴ۽჻ၩᄝቆᆮଽ҆b [29]၂۱აඔऌކཌྷؓࢫࡦ֥ࠆ഻ଆbऎุೂіቆᆮӵ୶აᆯၩ(ਫ਼ࣥ༢ඔູ−đᄝ4෮ൕb P<)ӯཁᇷڵཟܱ༢đࡌഡ5֤֞ਔᆦӻbᆃა[21]๙ݖళสଆбࢠđૌؿགྷປಆᇏࢺଆބ҆Clugston֥࣮ࢲݔ၂ᇁbჴ۽ؓቆᆮႵࢠ֥ۚ2ٳᇏࢺଆҵၳཁᇷ(∆X=, p<), ၹط౼ᇑӴ؇đఃᆯౠཟࣼ߶бࢠ֮bᆃུࢲݔᄜ၂ՑཁކࢠႪཌྷؓگᄖ֥ଆđႮՎૌಪູ҆ٳᇏࢺൕቆᆮӵ୶൞႕ཙჴ۽ᆯၩཌྷ֒ᇗေ֥భၹb ଆႋႪႿປಆᇏࢺଆbЧ࣮ቋࡄଆႋ൞Ֆࡌഡ2ބࡌഡ5֤ԛđቆᆮᆦӻۋߎࢹᇹቆᆮ҆ٳᇏࢺଆđѩ利Ⴈਫ਼ࣥٳ༅টฐษэਈᆭࡗ֥ӵ୶ؓᆯၩӁളࡗࢤ֥႕ཙđࡗࢤིႋູၹݔܱ༢bٳ༅ࢲݔೂ༯ğ(−*)ĠߎႵđࡌഡ3ބࡌഡ5֤ԛđ ቆᆮᆦӻۋაቆᆮӵ୶(ਫ਼ࣥ༢ඔູ−đLMX๙ݖቆᆮӵ୶ؓᆯၩӁളࡗࢤ֥႕ཙđࡗࢤ
ֻ2௹ ྷᅽमđࣁޣႇğቆᆮᆦӻۋაؓᆯၩ֥႕ཙ 133ིႋູ(−*)bሸഈ෮ඍđؓႿቆᆮᆦ۲ᇕ҂֥౦ঃҐ౼ծീđՖطࢆ֮ჴ۽֥ᆯੱb ӻۋބLMXطđႵਆᇕࣥቔႨႿᆯၩđ၂ ᇕ൞ؓᆯၩ֥ᆰࢤቔႨđႵሢٳཁᇷ֥႕ཙĠҕॉ໓ངğ ਸ਼၂ᇕ൞ࢹᇹቆᆮӵ୶֥ᇏࢺིႋটؓᆯၩӁള [1] O′REILLY C A, CALDWELL D F. The commitment and job ࡗࢤ֥႕ཙb tenure of new employees: Some evidence of post decisional justification [J]. Administration Science Quarterly, 1981, (26): 597−616. aษં [2] MICHAELS C E, SPECTOR D E. Causes of employee turnover: A test of the mobley, griffeth, hand, and meglino model [J]. Journal of Applied Psychology, 1982, (67): 53−59. ࣮ࢲݔؿགྷđቆᆮᆦӻۋބLMX๙ݖቆᆮӵ[3] ሱೂ. ᇏݓఒြܵ࿐࣮֥߭ܤაᅚຬ[J]. ᇏଲն࿐࿐୶ؓჴ۽֥ᆯၩӁള႕ཙđࠧቆᆮӵ୶թᄝ҆ٳБ, 2009, 15(4): 541−545. [4] EISENBERGER R, HUNTINGTON R, HUTCHI-SON S. ᇏࢺቔႨbႵܱᆃٚ૫࣮ߎޓഒु֞đᆃ္൞ЧPerceived organizational support [J]. Journal of Applied ࣮֥၂۱ྍ൪࢘bؓܵᆀطđՎၩሢğቆᆮᆦPsychology, 1986, (71): 500−507. ӻۋބLMXॖၛࠗؿჴ۽֥ଽᄝࠏ(internal [5] WAYNE S J, SHORE L M, BOMMER W H. The role of fair treatment and re-wards in perceptions of organizational support motivation)đิۚჴ۽֥ቆᆮӵ୶đࣉطࢆ֮ఃᆯand leader-member exchange [J]. Journal of Applied Psychology, ྛູؿള֥ࠏੱbЧ࣮ࣉ၂҄ฐ෬ԛݖಀ༝ܸФ֒2002, (87): 590−598. ቔࢲݔэਈ֥ቆᆮӵ୶ປಆॖၛቔູቆᆮᆦӻۋa[6] ྸϤ, ᅦྖݓ. ቆᆮᆦӻۋ࣮ࣉᅚ[J]. ႋႨྏ࿐, 2005, LMXაᆯၩᆭࡗ֥ᇏࢺэਈđᆃ൞ؓᇛૼࡹބ11(4): 325−329. [31−10][7] BISHOP J W, SCOTT D K, GOLDSBY M G, CROPANZANO Allen࣮֥֩၂۱ᆦӻb R. A construct validity study of commitment and perceived ൈđЧ໓֥ؿགྷؓܵൌ္Ⴕᇗေ֥ఓൕbsupport variables: A multifoci approach across different team ֻ၂đෛሢቆᆮܵࢲܒཟы߄ٚཟބ֚ࣁሳෳྙenvironments [J]. Group and Organization Management, 2005, 30(2): 153−180. ࢲܒؿᅚđቆᆮᄀটᄀླေϲဆ၂۱ᆦӻބڣᇹ֥࢘[8] KRAIMER M L, WAYNE S J. An examination of perceived đ۳ჴ۽۷ն֥ሱᇶྟބሱႮ؇đၛ۷ݺֹൡႋ֒organizational support as a multidimensional construct in the భࠗਛ֥൧ӆࣩᆚބቆᆮሱദ֥э۪bॖၛඪđᄝ֒context of an expatriate assignment [J]. Journal of Management, 2004, 30(2): 209−237. భᆃᇕྙ൝༯đቆᆮᆦӻۋᄝิۚჴ۽֥ቆᆮӵ୶đ[9] RHOADES L, EISENBERGER R. Perceived organizational ڿჴ۽֥ಌaᆯ֩ཨࠞ෪ྛູٚ૫ఏሢᄀটsupport: A review of the literature [J]. Journal of Applied ᄀᇗေ֥ቔႨbֻؽđቆᆮଽྙӮི֥ۚLMXൈđPsychology, 2002, (87): 698−714. ਵ֝ა༯උ֥ཌྷቔႨᄀࠒࠞđ༯උؓႿ۽ቔЧദa[10] ALLEN D G, SHORE L M, GRIFFETH R W. The role of perceived organizational support and supportive human resource ۽ቔߌaਵ֝აቆᆮߌ֩ၹ֥ડၩ؇ࣼᄀۚbpractices in the turnover process [J]. Journal of Management, LMX๙ݖྐ༏܋ཚაࢌߐটൌགྷؓӮჴྛູ҂ಒק2003, 29(1): 99−118. ྟ֥॥ᇅđ๙ݖದ౦ჿඏӮჴॖି֥МஒྛູbၹՎđ[11] WAYNE S J, SHORE L M, LIDEN R C. Perceived organizational support and leader-member exchange: A social ఒြႋࡹ৫ਅݺ֥LMXđᄹࣉච֥ٚྐ༏܋ཚބቆᆮexchange perspective [J]. Academy of Management Journal, Ӯჴؓܵᆀ֥ྐđཨԢ҂ಒקྟbֻđؓ၂۱1997, 40(1): 82−111. ఒြটඪđิۚLMX֥ᇉটิശჴ۽֥ቆᆮӵ୶đ[12] LIDEN R C, SPARROWE R T, WAYNE S J. Leader-member exchange theory: the past and potential for the future [J]. ࡼ൞၂۱ޓݺ֥ิۚఒြིࠛaᄹ఼ࣩᆚ৯֥ႵིResearch in Personnel and Human Resource Management, 1997, ࣥbႮЧ࣮֤ᆩLMXᇉؓ҆උ֥ቆᆮӵ୶ᄯӮ(15): 47−119. ཁᇷ႕ཙ༯đᇶܵॖၛႮิശᇶܵა҆උࢌߐܱ༢ট[13] ޅօ, ໓ת, ൈा. ቆᆮ໓߄ؓჴ۽۽ቔડၩ؇ބ౦ۋӵᄹࡆቆᆮ֥ނྏࣩᆚ৯bֻඹđݖ֥ۚᆯੱႅݣཌྷ୶֥႕ཙiࠎႿ؟ඣٳ༅֥࣮ࢲݔ[J]. Кࣘ۽അն࿐࿐Бഠ߶॓࿐ϱ, 2009, (5): 34−39. ֥֒ࣜႏӮЧđܵᆀေࢆ֮ჴ۽ᆯၩđิۚః[14] NYSTROM H. Organizational innovation [A]. Innovation and ჴ۽֥ቆᆮӵ୶֥ಒ൞ᆴ֤ॉ੮Ґ౼ྛ֥ࣥbֻcreativity at work [C]. New York: John Wiley & Sons Ltd, 1990: đܵᆀބਵ֝ૌႋھᇿၩđૌؓቆᆮჴ۽ࠇ༯143−161. [15] GERSTNER C R, DAY D V. Meta-analytic review of උ֥ᆦӻѩ҂ሹ൞߶ᆰࢤջটჴ۽֥Ӂԛđط൞༵ေleader-member exchange theory: Correlates and construct issues ႕ཙჴ۽֥۽ቔ؇(ೂቆᆮӵ୶)đࣉط႕ཙჴ۽֥[J]. Journal of Applied Psychology, 1997, 82(6): 827−844. ӁԛbၹՎđܵᆀބਵ֝ᄝ۳Ⴭჴ۽ࠇ༯උᆦӻ֥[16] GRIFFETH R W, HOM P W, GAERTNER S. A Meta-analysis of antecedents and correlate of employee turnover: Update, ൈđߎေૡ్ܱᇿఒြჴ۽֥ྏđࠣൈᆌؓ
ᇏଲն࿐࿐Б(ഠ߶॓࿐ϱ) ֻ17ज 134 moderator tests, and research implications for the new [24] ALLEN J, MEYER I P. The measurement and antecedents of millennium [J]. Journal of Management, 2000, (26): 464−488. affective, continuance, and normative commitment to the [17] Paula C. Morrow. Education, Morrow, ., Suzuki, S., Crum, organization [J]. Journal of Occupational Psychology, 1990, (91): ., Ruben, R., Pautsch, G. The role of leader-member 1−18. exchange in high turnover work environments [J]. Journal of [25] JOHNSTON M W, FUTRELL C M. Functional sales force Managerial Psychology, 2005, 20(8): 681−694. turn-over: An empirical investigation into the positive effects of [18] MAJOR D A, KOZLOWSKI S W, CHAO G T, GARDNER P D. turnover [J]. Journal of Business Research, 1989, 18(1): A longitudinal investigation of newcomer expectations, early 141−157. socialization outcomes, and the moderating effects of role [26] MOBLEY W H, HORNER S O, HOLLINGSWORTH A T. An development factors [J]. Journal of Applied Psychology, 1995, evaluation of precursor of employee turnover [J]. Journal of (80): 418−431. Applied Psychology, 1978, (63): 408−414. [19] RHOADES L, EISENBERGER R, ARMELI S. Affective [27] FORNELL C, LACKER D F. Valuation structural equation commitment to the organization: The contribution of perceived models with unobservable variables and measurement error [J]. organizational support [J]. Journal of Applied Psychology, 2001, Journal of Marketing Research, 1981, (18): 39−45. 86(5): 825−836. [28] HAIR J F JR, ANDERSON R E, TATHAM R L, BLACK W C. [20] DECONINCK J, BACHMANN D. An analysis of turnover Multivariate Data Analysis with readings. 5th ed., Englewood among retail buyers [J]. Journal of Business Research, 2005, Cliffs, NJ: Prentice-Hall, 1998. 58(7): 874−882. [29] BARON R M, KENNY D A. The moderator-mediator variable [21] CLUGSTON M. The mediating effects of multi-dimensional distinction in social psychological research: Conceptual, commitment on job satisfaction and intent to leave [J]. Journal of strategic, and statistical considerations [J]. Journal of Personality Organizational Behavior, 2000, (21): 477−486. and Social Psychology, 1986, (51): 1173−1182. [22] TETT R P, MEYER J P. Job satisfaction, organizational [30] Kenneth J. Harris, K. Michele Kacmar, L. A. Witt, the commitment, turnover intention: Path analyses based on curvilinear relationship between leader member exchange and meta-analytic findings [J]. Personnel Psychology, 1993, (46): intent to turnover [J]. Journal of Organizational Behavior, 2005, 259−293. (26): 363−378. [23] PORTER L W, STEERS R M, MOWDAY R T, Boulian. [31] ᇛૼࡹ, Џ܊ૹ. ቆᆮᇏ֥ഠ߶ࢌߐ:Ⴎᆰࢤ֞ࡗࢤ[J]. ྏOrganizational Commitment, Job Satisfaction, And Turnover ࿐Б, 2005, 37(4): 535−541. Among Psychiatric Technicians [J]. Journal of Applied Psychology, 1974, (59): 603−609. The Impacts of Perceived Organizational Support and LMX on Turnover Intention XU Zhejun, JIN Hongying (College of Economic and Management, Yanbian University, Yanji 133002, China) Abstract: In this study, we investigated the effects of Perceived Organizational Support and Leader-Member Exchange (LMX) on the organizational commitment and turnover intentions through the survey carried out for 310 employees in 4 China state-owned manufacturing companies located in Qing Dao, China. We proposed the study model and assumption based on the theoretical background, and demonstrated the assumption using structural equation modeling(SEM). It is shown that Perceived Organizational Support and LMX have a remarkable positive effect on the organizational commitment with a remarkable negative effect on the turnover intentions, and organizational commitment has a remarkable negative effect on turnover intentions, from which we can find some mediating effects of organizational commitment. As a result, Perceived Organizational Support of the employees’ and LMX should be emphasized not only to improve the employees’ organizational commitment, but also to lower Turnover Intention. These results can be used as a reference for study and practice on the China state-owned manufacturing field and human resource management field. Key Words: Qing Dao City; China state-owned manufacturing; Perceived Organizational Support; LMX; Organizational Commitment; Turnover Intention [щࠠ ລཫ]
