领导-下属交换关系差异化对团队创造力的影响：积极效应和消极效应的对比与分离

Researchers have conducted a series of studies to discuss the phenomenon of “Leader-Member Exchange Differentiation (DLMX)”. However, little is known about the relation between DLMX and team creativity. Additionally, researchers have found inconsistent evidence on the effect of DLMX, and the influence mechanism has been neglected and is in need of empirical study. Accordingly, the present project attempts to explore the effect of DLMX on team creativity as well as the influence mechanism, and further aims to identify the critical moderator during the process. This project will, from a team social cognition perspective, follow the theoretical logic, “phenomenon input - psychological cognition - behavior presence - team output”, to establish a theoretical model. To examine the model, we will conduct a qualitative study, three survey studies and one experiment study. Based the conclusion of empirical studies, a report will be provided to help management practitioners enhance their team creativity through DLMX. The project will deepen our knowledge on LMX differentiation’s effects and amplify the theory of DLMX.

研究者们对“领导与下属交换关系差异化(Leader-Member Exchange Differentiation, DLMX)”这一普遍现象做了一系列的探讨。然而，其与团队创造力的关系一直被研究者们所忽视。另一方面，文献中缺乏对LMX差异化影响机制的探讨，以至于无法解释实证研究中的不一致结果。基于此，本课题计划从创造力的角度，探索LMX差异化对团队的影响及作用机制，并寻找其中的调节变量。本课题从团队社会认知的视角，遵循“现象输入—心理认知—行为表现—团队产出”的理论逻辑，构建理论模型，计划通过一个质化（访谈）研究、三个问卷调查研究以及一个实验研究来检验研究模型。课题组将根据实证研究结论，提出相应的对策与建议。本课题将有助于深化对LMX差异化影响的认识，有助于丰富与完善LMX差异化理论。

本课题聚焦于领导与下属交换关系（LMX）差异化现象，从团队LMX差异化对个体及团队创造力入手，全面系统地讨论了LMX差异化对员工、领导者以及团队的影响、内在机制以及边界条件。课题开展的研究及其成果围绕“LMX差异化是否、如何以及在什么条件下影响团队结果”逐步展开，深化了人们对于LMX差异化的认识，是对LMX理论的重要补充。特别是LMX差异化基础的提出，以及测量工具的开发，为未来的研究开辟了新的方向，有重要的理论和现实意义。

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