团队绩效不理想及人员频繁流动成为困扰高科技企业管理层的一道难题。基于领导—成员交换关系(LMX)理论、社会比较理论和公平理论,本文对科技企业75个团队的领导者及其所属的464名员工进行了两次数据调查,借助结构方程模型探讨领导成员交换关系差异对成员的利他行为和离职倾向的影响机制。实证结果表明：领导—成员交换差异对成员的程序公正差异有显著的正向影响,而程序公正差异会影响成员的利他行为和离职倾向,即程序公正差异越大,成员的利他行为减少,离职倾向增加,反之亦然。程序公正感差异具有明显的中介作用；有针对性的改善措施可以促进团队进步。

Poor Team performance and frequent turnover become problems that troubling managers in high-tech enterprises. Based on the leader-member exchange theory, the social comparison theory and equity theory; through data from 75 team leaders and their 464 subordinates, this article finds out that the mechanism how leader-member exchange(LMX) differentiation influence team members’ altruistic behavior and turnover intention. Empirical results indicate that LMX differentiation and procedure justice differentiation significantly correlated; procedure justice differentiation negatively related to altruistic behavior and positively related to turnover intention; procedure justice differentiation mediated the relationship between LMX differentiation and altruistic behavior and turnover intention. Tracking study was done for typical teams, in order to explore the possible influencing factors, these provide the basis for future research.

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基于“情景-应对”的国家应急平台体系基础科学问题集成升华研究平台（国家自然科学基金集成项目，项目号：91024032）；重点职业人群压力和职业枯竭的评价体系（卫生部科技支撑计划，项目号：2009BAI177B04）项目成员