通过两项研究，对领导-部属交换的结构及其对员工的工作绩效和情境绩效进行了探讨。
Two studies were conducted to explore the construct of leader-member exchange (LMX) and its impact on task performance and contextual performance of employees in Chinese context.
结果表明，领导-部属交换是一个多维度的结构，由情感、忠诚、贡献和专业尊敬四个维度组成。
The results showed that LMX was a multi-dimensional construct comprised of affect, loyalty, contribution, and professional respect dimensions.
本研究通过问卷调研方式，采用组织社会化策略、个人-组织匹配(客观与主观)、领导-部属交换(LMX)、离职倾向等5份量表。
There are 5 scales used in the questionnaire survey including organizational socialization tactics, Po fit (objective and subjective fit), LMX and turnover intention.
本研究通过问卷调研方式，采用组织社会化策略、个人-组织匹配(客观与主观)、领导-部属交换(LMX)、离职倾向等5份量表。
There are 5 scales used in the questionnaire survey including organizational socialization tactics, Po fit (objective and subjective fit), LMX and turnover intention.
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