Study 2 investigated the mediated effect of LMX between AS and Turnover Intention.
研究2考察了LMX在虐待式管理与离职倾向关系中的中介作用。
This thesis tries to operate a positive research on LMX in enterprises from a new approach.
本研究是试图从一个全新的角度来对企业内上下级交换的维度进行实证研究。
We proposed that"Guanxi"has moderating effect on the relations between LMX and member extroversion, leader ability.
我们假设“关系”对领导-成员交换和成员外向性、领导能力之间的关联具有调节效应。
The results show that "Guanxi" does have a moderating effect on the relations between LMX and its antecedent variables.
研究结论显示“关系”对领导-成员交换与其前因变量的关联确实有调节效应。
Forth, positive leadership behaviors lead to much more extra-efforts under the condition of low LMX than it do under high LMX.
在低lmx的条件下正面领导行为对于超额努力的提升效果要比高lmx条件下的效果好。
In this paper, we test the effects of POS and LMX on above work outcomes mediated by organizational affective commitment and job satisfaction.
该文以员工的组织情感承诺和工作满意感为中介变量，考察POS和LMX对员工工作产出的间接影响。
The results showed that LMX was a multi-dimensional construct comprised of affect, loyalty, contribution, and professional respect dimensions.
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 reduced the individual's job burnout, and improved the individual's interpersonal facilitation and job dedication.
结果表明领导-成员交换能够降低个体的工作倦怠，并且还能够提高个体的人际便利和工作奉献。
The main findings are shown as follows. Firstly, communication openness is significantly related to LMX, guanxi and organizational commitment.
研究结论表明：①组织中沟通开放性对员工组织承诺有正向的影响；
Some logical relations among this new construct and other variables such as Fit, LMX, Trust, and Satisfaction to Supervisor have been verified.
检验了上下级默契与契合、上下级关系、信任、对主管的满意度的逻辑关系。
For those with middle level of self-consistency, there were no significantly relationship between LMX or the three dimensions of job performance.
一致性程度处于中等的水平时，领导-成员交换不能够促进个体的任务绩效、人际便利、工作奉献。
In this study, it is presented which the effects of "Guanxi" on the relations between leader-member exchange (LMX) and its antecedents are examined.
在本研究中我们主要探讨“关系”对领导-成员交换与其前因变量的关联的影响。
Results showed that Employee group commitment has a direct influence on Employee helping behavior, while interpersonal justice perception and LMX do not.
研究结果显示员工团队情感承诺直接影响其互助行为，而相互对待公平与上下级交换不直接影响员工互助行为。
Leader-member exchange theory (LMX theory) is an important leadership theory related to the study of the superior and the subordinate relations in organizations.
领导—成员交换理论(LMX理论)是对组织内部上下级关系研究的重要领导理论。
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。
Secondly, we compare the effects of leadership prototypes, actual leaders and the matching of leadership prototype on leader - Member Exchange (LMX) and work attitudes.
其次，比较了领导原型、现实领导、领导原型和现实领导的匹配三者对领导-下属交换关系、工作态度的影响。
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.
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.
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。
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