下属在感知上级领导所表现出的领导行为时，会因为与上级领导在工作关系上的差异而存在不同.本研究以MLQ-5X量表为测量工具，通过实证研究，对“一般上级”和“直接上级”两种工作关系之下，下属对上级领导的变革型领导行为、交易型领导行为以及自由放任型三类绩效产出不同的领导行为的认知敏锐度和认知结果进行了细致分析.SPSS分析结果表明，“一般上级”关系之下，下属对上级领导的变革型领导行为的绩效产出感知最强；“直接上级”关系下，下属对上级领导的自由放任型领导行为的绩效产出感知最强；独立样本T检验表明，不同的工作关系对于下属对上级领导交易型领导行为的绩效产出感知没有显著的差异性影响.了解工作关系的上述差异化影响，对于领导者适时的展示领导才干，提升领导行为的影响效力和最终绩效具有很强的参考价值.%Because of differences with superiors in the working relationship,subordinates perceived superiors showed leader⁃ship behavior differently.Using MLQ-5X scale as measurement tools,through empirical research,under the two working re⁃lationship“generally superior”and“direct supervisor”,this paper analyzed the leadership behaviors cognitive acuity and cognitive results from three aspects of subordinates to superior’s transformational leadership,transactional leadership behav⁃ior and the laissez-faire.The SPSS analysis results showed that under the“general superior”relationship,subordinates felt the transformational leadership strongest,but under the “direct superior” relationship,subordinates felt the laissez-faire leadership behavior strongest. The independent samples T-test showed no significant differences in the impact of different working relationship for the performance output perceive subordinates to superiors transactional leadership behavior.Under⁃standing the working relationship between the differentiated impacts is good for leaders to show their leadership skills,enhance their leadership behavior effectiveness and ultimate performance.
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