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首页> 外文期刊>Journal of Applied Psychology >When my supervisor dislikes you more than me: The effect of dissimilarity in leader-member exchange on coworkers' interpersonal emotion and perceived help
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When my supervisor dislikes you more than me: The effect of dissimilarity in leader-member exchange on coworkers' interpersonal emotion and perceived help

机译：当我的上司比我更不喜欢您时：领导成员交流中的不相似对同事的人际情感和感知帮助的影响

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According to balance theory (Heider, 1958), when 2 coworkers develop different levels of leader-member exchange (LMX) relationships with their supervisor, a triadic relational imbalance will arise among the 3 parties that may result in hostile sentiments and poor social interactions between them. This study examines the consequences and psychological processes of (dis)similar levels of LMX on the interpersonal interactions between coworkers. Using data from 2 independent studies, the results of social relations analyses show that (a) actual (dis)similarity in LMX between Coworkers A and B increases oworker A's feelings of contempt for Coworker B and decreases Coworker A's perception of help received from Coworker B (Study 1); (b) Coworker A is more likely to experience contempt for oworker B when Coworker A perceives that he/she has a higher or lower level of LMX compared toCoworker B than when Coworker A perceives that his/her level of LMX is similar to Coworker B's(Study 2); and (c) these relationships only hold true for employees with a high social comparison orientation (SCO) in both Studies 1 and 2. Particularly, in Study 1, we also show that contempt is a rucial mediator that transmits the interactive effect of LMX (dis)similarity and SCO on perceptions of elp received from coworkers. Furthermore, an average level of perceived help from coworkers is positively related to the sales performance of individual employees.
机译：根据平衡理论（Heider，1958年），当两个同事与上级建立不同级别的领导成员交换（LMX）关系时，三个方之间将出现三元关系失衡，这可能导致敌对情绪和彼此之间不良的社会互动他们。这项研究探讨了（不同）LMX水平对同事之间人际互动的影响和心理过程。使用来自2个独立研究的数据，社会关系分析的结果表明（a）同事A和同事B之间LMX的实际（不相似）增加了同事A对同事B的鄙视感，并降低了同事A对同事B给予帮助的感知。 （研究1）; （b）与同事A相比，同事A认为与同事B相比，同事A认为自己的LMX水平更高或更低时，同事A更容易受到同事B的鄙视（研究2）; （c）这些关系仅在研究1和研究2中都适用于具有较高社会比较倾向（SCO）的员工。特别是，在研究1中，我们还表明，鄙视是传递LMX交互作用的重要调解人（同事之间对elp看法的异同和SCO。此外，同事的平均帮助水平与单个员工的销售业绩呈正相关。

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