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首页> 外文期刊>Journal of Applied Psychology >Supervisors' Upward Exchange Relationships and Subordinate Outcomes: Testing the Multilevel Mediation Role of Empowerment
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Supervisors' Upward Exchange Relationships and Subordinate Outcomes: Testing the Multilevel Mediation Role of Empowerment

机译：主管的向上交流关系和下属成果：测试赋权的多级中介作用

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摘要

This study empirically examined the proposition that supervisors' exchange relationships with their own supervisors (i.e., leader-leader exchange, or LLX) are related to their subordinates' work-related outcomes through 3 mechanisms: (a) leaders modeling their LLX to develop and maintain their exchange relationships with their subordinates (i.e., leader-member exchange, or LMX), (b) motivating the team and its members, captured by team and individual empowerment, and (c) facilitating the relationships between LMX and individual outcomes. Analyses of multisource and lagged data from 104 team supervisors and 577 subordinates showed that LMX mediated the positive relationship of LLX on subordinates' individual empowerment. Furthermore, team empowerment and individual empowerment sequentially mediated the positive relationships between LLX and subordinates' job satisfaction and job performance. The authors also found that the indirect relationships of LMX with job satisfaction and job performance via individual empowerment were stronger when LLX was higher. Theoretical and practical implications of these findings are discussed.
机译：这项研究从经验上检验了以下命题：主管与自己的主管的交流关系（即领导者-领导者交换或LLX）通过以下三种机制与下属的工作相关的成果相关：（a）领导者为自己的LLX建模以发展和保持与下属的交换关系（即领导者－成员交换或LMX），（b）激励团队及其成员，并获得团队和个人的授权，以及（c）促进LMX与个人成果之间的关系。对104位团队主管和577位下属的多源数据和滞后数据的分析表明，LMX协调了LLX对下属个人授权的积极关系。此外，团队赋权和个人赋权依次调解了LLX与下属的工作满意度和工作绩效之间的积极关系。作者还发现，当LLX越高时，LMX与通过个人授权产生的工作满意度和工作绩效的间接关系越强。讨论了这些发现的理论和实践意义。

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