lmx
英
美
网络 领导成员交换; 流氓兔; 领导者-成员交换
双语例句
- 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。 - Dual Mechanism of the Effects of Leader-member Exchange on both Leaders and Subordinates 'Work-related Outcomes
领导-部属交换（lmx）的回顾与展望领导-部属交换对领导和部属工作结果的双向影响机制 - 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。 - 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。 - 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。 - An Empirical Research on Relationship in LMX, TMX, Organization Climate for Innovation and Innovational Behavior in China
中国企业领导成员交换、团队成员交换，组织创新气氛与员工创新行为关系实证研究 - The Effect of Matching between Leadership Prototype and Actual Leaders on LMX and Work Attitudes
领导原型与现实领导的匹配对领导&下属交换关系和工作态度的影响 - However, although there are some introductions on this theory, domestic researches on LMX dimension are very few owing to some restrictions, especially on the positive research.
然而，国内对于这种理论虽然有一些介绍，但是由于多方面原因的限制，对于领导&成员交换维度的研究，尤其是实证的研究就显现的非常不足。 - 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。 - Besides, the interaction of LMX and management level had a notable effect on the utilization of technical skills and conceptual skills.
LMX和管理层次的交互作用对技术技能和概念技能有显著影响。 - The research of leader-member exchange ( LMX) having last for more than 30 years abroad, but it still be placed in a beginning stage in the domestic.
国外关于领导-成员交换（LMX）的研究已有三十多年的历史，但在国内，该研究还处于起步阶段。 - Objective: To explore the influences of person-job fit ( P-J fit) and person-organization fit ( P-O fit) on job satisfaction and the moderating effects of leader-member exchange ( LMX) therein.
目的：探讨人-工作匹配（P-J匹配），人-组织匹配（P-O匹配）对工作满意度的影响，以及领导者-成员关系（LMX）在其中的调节作用。 - 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。 - 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。 - Based on the interview, we collect and analyze the aggregate constructs, and design the LMX questionnaire from both perspectives.
在访谈的基础上，通过对所有构建集合的分析与整理，设计出了从上司角度的上下级交换的维度研究问卷和从下属角度的上下级交换的维度研究问卷。 - Second, positive leadership behavior is positively related to LMX, and negative leadership behavior has no significant correlation to LMX.
正面领导行为与LMX有显著的正相关关系；而负面领导行为与LMX没有显著的负相关关系。 - We explored mainly the impact of leadership styles on organizational citizenship behaviors, the impact of organizational citizenship behaviors on team performance, and the interaction effect of interfering variables, LMX and organizational support, on organizational citizenship behaviors and team performance.
主要考查领导风格对组织公民行为的影响，组织公民行为对团队绩效的影响，以及领导&成员交换和组织支持作为干涉变量对组织公民行为和团队绩效发生的交互作用。 - The above mentioned two components in simulated samples have been simultaneously determined using UV-Spectrophotometry assisted by some chemometrics methods such as Multiple Linear Regression ( MLR), AKC matrix method, and CPA matrix method.
本文用多元线性回归（MLR）、K-矩阵（AKC）、P-矩阵（CPA）等计算方法辅助紫外分光光度法，同时测定了模拟样中LMX和SPFX的含量。 - The paper introduces the birth of the organizational support theory ( OST), developed by Eisenberger in 1986.It has been found that perceived organizational support ( POS) is an independent construct. and different from leader-member exchange ( LMX) and the psychological contract theory ( PCT).
该文介绍了Eisenberger等人1986年提出的组织支持理论的诞生背景，并对组织支持感受这一独立建构的概念，及其与领导-成员交换、心理契约概念的关系进行了总结。 - Culture, PSS ( Perceived supervisory support) and LMX ( Leader-member exchange) are the three antecedents of supervisory commitment scholars have found.
对影响主管承诺的前因，学者们目前探索到文化、感受主管支持（PSS）和领导&成员交换（LMX）三个因素。 - 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。 - Leader-member exchange fully mediates the relationship between psychological contract breach and organizational citizenship behavior.
LMX在心理契约破坏与员工组织公民行为（利他行为、个人主动性、人际和谐和保护公司资源）的关系中起完全中介作用。 - The results showed that the proportion of foreign capital had a positive effect on the utilization of technical skills and human skills, and LMX and management level also had a significant effect on the opportunity of skill utilization.
结果表明，外资比例对技术技能和人际技能的运用有积极作用，LMX和管理层次会影响技能运用的机会。 - The results show that both two categories of Achievement Goal Orientation have significant positive relationship with self-leadership; LMX has a remarkably positive influence on self-leadership, and also undertakes the mediating effects between Achievement Goal Orientation and self-leadership.
结果显示：两种成就目标定向与自我领导均呈显著正相关关系；领导-成员交换对自我领导有显著的正向影响，并在两种成就目标定向与自我领导之间起到部分中介作用。 - The negative effects between the task performance risk consideration, organizational benefit risk consideration and delegation behavior were also enhanced by the LMX relationship.
而任务绩效和组织利益的风险考量对领导授权行为的负向影响也会受到LMX关系的强化，风险较大时LMX关系能够缓解这种负向作用。 - On the basis of the previous literature, this paper research on the relationship of loyalty, the subordinates positive work behavior, negative work behavior and the neutral working behavior, which is concluding from the point of leader-membership exchange ( LMX).
本文在对以往研究文献总结的基础上，从领导-成员交换理论的视角，研究下属忠诚感与积极工作行为、消极工作行为以及中性工作行为的关系。 - My research makes the organizational justice as intermediary variable and the team atmosphere as moderating variable. The paper establishes a relationship between LMX and team performance model, and puts forward the assumption of this paper.
本文将组织公平感作为中介变量，团队氛围作为调节变量，建立了LMX与团队绩效的关系模型，并据此提出了本文的假设。 - Through the previous literature review on the related variables, this paper summarizes the theoretical development, concept, construct and measurement of lmx, tmx and climate of innovation, as well as the theoretical and empirical studies about the relationship among the three variables.
本文通过对大量相关文献的回顾，总结了领导成员交换、团队成员交换及团队创新气氛各自的理论发展、内涵、结构测量及三者间关系的理论和实证研究。 - Then, explore the mediate effects of creative self efficacy and creative role identity on the relationship between LMX and creativity.
然后在验证了领导成员交换对员工创造力的影响作用的基础上，分别分析创造性自我效能和创造性角色认同对领导成员交换和员工创造力关系的中介作用。 - LMX can predict control coping, organizational identification and employee silence.
LMX能有效预测控制应对、组织认同和员工沉默。