CAJ | 학술논문

领导－下属交换关系的感知匹配存在双方融洽型、领导高估型、下属高估型和双方冷漠型四种形态。领导给予下属的支持越高，双方关系的质量将越高；同样，下属觉察到来自领导支持越高，也越容易促进双方关系的融洽。本研究收集了来自长三角地区企业252对领导－下属配对样本，运用多元Logistic回归分析方法。结果证明了支持性人力资源实践、领导支持感，以及二者的交互作用都显著影响领导－下属交换关系的感知匹配。
령도－하속교환관계적감지필배존재쌍방융흡형、령도고고형、하속고고형화쌍방랭막형사충형태。령도급여하속적지지월고，쌍방관계적질량장월고；동양，하속각찰도래자령도지지월고，야월용역촉진쌍방관계적융흡。본연구수집료래자장삼각지구기업252대령도－하속배대양본，운용다원Logistic회귀분석방법。결과증명료지지성인력자원실천、령도지지감，이급이자적교호작용도현저영향령도－하속교환관계적감지필배。
For long time, Leader-Member Exchange （LMX） relationships are always the hot spots in the research of Organizational Behaviors. The core idea is leaders will establish different exchange relationships with different members. Some are low quality exchange relationships which mainly based on economic exchange, and never exceed the employment relations. Others are high quality exchange relationships which mainly are social exchange based on high trust and obligation. However, the current research of domestic and foreign scholars shows that there are unbalanced relationships between leaders and members, so scholars proposed a conception of perceptual match in LMX. There are four forms of perceptions fit of leader-member exchange, for example, balanced harmonious relations, leader overestimated relations, balanced indifference relations, follower overestimated relations and indifference relations. This article based on Organizational Support Theory, under the perspective of this theory exploring the mechanism research on balance in leader and follower perceptions of LMX under Chinese context. Supportive human resource practices and perceived supervisor support are two important influence factors of perceptual matched LXM. Different supportive human resources practices and perceived supervisor support mixed together led to the generation of perceptual matched LXM, consisted a research model which supportive human resources practices and perceive supervisor support as the independent variable, and perceptual matched LXM as the dependent variable. This research comprised 252 leader-member dyads within the Yangtze River Delta region of China. By using SPSS, AMOS and other statistical analysis software, using a multiple Logistic Regression analysis, it was showed that Supportive human resource practices, Perceive leader support and the interaction of them significantly influence perceptions fit of leader-member exchange. Based on the research findings, this thesis presents relevant recom- mendations by how to establish harmonious relationships between leaders and followers in management practice. Enhance the ability of followers; helping them develop and improve their performance, all of which have been considered as an important management responsibilities of leaders.