CAJ | 학술논문

　　选取高新技术企业的研发人员及其直接领导为研究对象，共调查了206对上下级配对数据，分布在68个团队。多层线性分析（HLM）的结果显示：第一，领导-成员交换关系对研发人员创新具有正向预测作用。第二，研发人员的组织自尊调节领导-成员交换关系和创新行为、以及领导-成员交换关系和研发人员综合绩效之间的关系。第三，研发人员创新对领导-成员交换关系和组织自尊的交互项与综合绩效之间的关系具有完全中介作用，对领导-成员交换关系和综合绩效的关系具有部分中介作用。
　　선취고신기술기업적연발인원급기직접령도위연구대상，공조사료206대상하급배대수거，분포재68개단대。다층선성분석（HLM）적결과현시：제일，령도-성원교환관계대연발인원창신구유정향예측작용。제이，연발인원적조직자존조절령도-성원교환관계화창신행위、이급령도-성원교환관계화연발인원종합적효지간적관계。제삼，연발인원창신대령도-성원교환관계화조직자존적교호항여종합적효지간적관계구유완전중개작용，대령도-성원교환관계화종합적효적관계구유부분중개작용。
The study used a sample of 206 leader-follower dyads from several high-tech enterprises in mainland China, and all the participants worked in research and development department. The results showed that: (1) lead-er-member exchange (LMX) was positively related to researchers' creativity, (2) organization-based self-esteem, a self-concept, moderated both the relationship between LMX and creativity, and LMX and researchers' general per-formance, (3) creativity mediated the contribution of the interaction of LMX and organization-based self-esteem and partially mediated the contribution of LMX to general performance. The current study discussed implications of these results for research and practice.