题目：通过印象管理策略重建连接：社会排斥视角下的不利领导者-成员交换社会比较过程研究Reconnection Via Impression-Management Tactics: A Social Exclusion Perspective on Unfavorable Leader-Member Exchange Social Comparison Processes
主讲人：Herman Tse 谢浩文
时间：2026年1月21日 14:30-16:00
地点：北京师范大学珠海校区励耘楼B310
摘要：现有关于领导-成员交换社会比较（LMXSCs）的研究主要采用情感视角，探讨当个体感知自身领导-成员交换质量低于同事时会引发何种人际反应。然而，对于处于较低领导-成员交换质量的成员是否会以及如何策略性应对这种关系劣势，学界关注仍显不足。本研究基于社会排斥理论提出，不利的领导-成员交换社会比较会通过社交需求剥夺的动机过程，激发印象管理行为，作为重建社会融入的策略性手段。通过两项互补研究——一项针对273名美国在职人员的实验研究（研究1）和一项涉及196名中国销售人员的实地调查（研究2），我们考察了不利的领导-成员交换社会比较在何时以及如何促使成员对较高领导-成员交换质量的同事实施印象管理行为。两项跨文化研究结果一致表明：不利的领导-成员交换社会比较会引发低质量领导-成员交换成员的社交需求剥夺，但仅当其马基雅维利主义倾向较高时，这种剥夺感才会促使他们向高质量领导-成员交换同事实施印象管理行为；若马基雅维利主义倾向较低，则不会产生此类行为。
Current research on leader–member exchange social comparisons (LMXSCs) has largely adopted an emotional lens, examining how perceiving one’s LMX as lower than that of coworkers shapes different interpersonal responses. Yet far less attention has been given to whether, and how, lower-LMX members strategically respond to this relational disadvantage. Drawing on social exclusion theory, we argue that unfavorable LMXSCs can activate impression management (IM) behaviors as a strategic means of restoring social inclusion through the motivational process of social-needs deprivation. Across two complementary studies - an experimental study with 273 American working adults (Study 1) and a field survey involving 196 Chinese sales professionals (Study 2), we examine when and how unfavorable LMXSCs prompt IM behaviors toward higher-LMX coworkers. Results across both cultural contexts consistently show that unfavorable LMXSCs elicit social-needs deprivation among lower-LMX members, motivating them to engage in IM behaviors toward higher-LMX coworkers only when their Machiavellianism (Mach) is high, but not when it is low.
个人简介:
谢浩文教授现任澳大利亚蒙纳士大学（2026年QS世界大学排名第36位）商学院（获国际高等商学院协会及欧洲质量改进体系双重认证）领导力与组织行为学教授。他于布里斯班昆士兰大学获得博士学位，同时拥有英国高等教育学会资深会士、澳大利亚与新西兰管理与领导者学会会士，以及澳大利亚与新西兰管理学院院士等专业资格。谢教授的研究涵盖领导力的关系视角、团队情绪、领导者与员工福祉，以及人工智能-人-机器人协作等领域。其研究成果发表于《应用心理学杂志》、《领导力季刊》、《组织行为学杂志》及《人力资源管理》等国际权威期刊。他现任《组织行为学杂志》副主编，并拥有卓越的科研资金获取记录，累计获得逾250万元人民币的研究资助，其中包括于2021年与2024年分别获批的两项国家自然科学基金项目。
Herman Tse is a Professor of Leadership and Organisational Behavior at Monash Business School, (accredited by AACSB and EQUIS), Monash University (ranked 36th in the 2026 QS World University Rankings) Melbourne, Australia. He earned his Ph.D. from the University of Queensland, Brisbane. He is a Senior Fellow of the UK Higher Education Academy, a Fellow of the Institute of Managers and Leaders in Australia and New Zealand, and a Fellow of the Australian and New Zealand Academy of Management. Herman's research interests span relational approaches to leadership, emotions within teams, the well-being of leaders and employees, and AI-human-robot collaboration. His work has been published in internationally renowned journals such as the Journal of Applied Psychology, The Leadership Quarterly, Journal of Organizational Behavior, and Human Resource Management. He currently serves as an Associate Editor for the Journal of Organizational Behavior and has a strong track record of securing over ¥2.5 million RMB in research funding, including two National Natural Science Foundation projects awarded in 2021 and 2024.
