CAJ | 학술논문

本研究以工作家庭增益理论为基础，构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及配偶为样本对研究假设进行了实证性检验，结果表明：（1）领导-部属交换对员工家庭贬损具有负向的影响；（2）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用；（3）下属的负向情感特质越高，领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。
본연구이공작가정증익이론위기출，구건료령도-부속교환、자원획취、부향정감특질화원공가정폄손지간적관계모형。이성도시모은행적193명원공급배우위양본대연구가설진행료실증성검험，결과표명：（1）령도-부속교환대원공가정폄손구유부향적영향；（2）원공자원획취재령도-부속교환화가정폄손지간기착완전중개적작용；（3）하속적부향정감특질월고，령도-부속교환대원공자원획취적직접영향이급대원공가정폄손적간접영향취월강。
Based on work-family enrichment theory, we build a model of LMX, access to resources, negative affect and family undermining. We argue that LMX influences employees＇ access to resources, which in turn, leads to their family undermining. In addition, we further propose that employee negative affect moderates the relationship between LMX and employee＇s access to resources, such that LMX are more positively related to employees＇ access to resources when employee＇ negative affect is high rather than low. To test the model, we collected the data from a bank in Chengdu of Sichuan province. With the assistance of the human resource manager of the finn, a list of randomly selected 300 subordinates and their spouses was prepared. Ultimately, our sample consisted of 193 matched husbands-wives dyads. Of the 193 employees, 44% were male. The average age was 30.23 years （SD=6.50）, and the average tenure in the organization was 7.62 years （SD=6.99）. In terms of their education level, 17.10% held a junior college degree, and 64.77%held a bachelor degree, 17.1% held a master degree or above. Of the 193 employees＇ spouses, the average age was 30.64 years （SD=6.59）, and the average tenure in the organization was 7.87 years （SD=-7.24）. In terms of their education level, 18.65% held junior college degree, and 60.62% held a bachelor degree,17.1%held a master degree or above. Results of hierarchical regression analysis revealed that：（1） LMX was negatively related to employees＇ family undermining; （2） employees＇ access to resources mediated the relationship between LMX and employees＇ family undermining; （3） negative affect moderated the relationship between LMX and employees＇ access to resources, such that the positive relationship was stronger when negative affect was high rather than low.