在組織中，直屬主管與部屬之間的關係是最為直接而緊密的，並會影響部屬在組織中的各項決策。本研究以領導部屬交換關係為自變項、主管工作鑲嵌為調節變項，採用中介式調節模型，來檢驗領導部屬交換關係和主管工作鑲嵌的交互作用對部属工作镶嵌和離職傾向的影響。本研究以中國大陸的企業為研究對象，共蒐集298份樣本。 研究結果顯示，主管工作鑲嵌對領導部屬交換關係和部屬工作鑲嵌之間的正向關係具有調節作用，高主管工作鑲嵌會強化二者之間的正相關。此外，主管工作鑲嵌和領導部屬交換關係的交互作用會經由部屬工作鑲嵌對部屬的離職傾向產生影響，中介式調節模型獲得支持。本研究也討論了研究限制及未來研究方向，並針對研究結果給出了實務上的一些建議。 ;The relationship between supervisors and their direct subordinates is the strongest within an organization, which may have influence on subordinates’ decision making. The purpose of this study is to examine the impact of the interaction between LMX and supervisors’ job embeddedness on subordinates’ job embeddedness and turnover intention, using leader-member exchange as an independent variable and supervisors’ job embeddedness as a moderator. Data was collected from two Chinese organizations contained 298 samples. The result shows that supervisors’ job Embeddedness moderates the positive relationship between LMX and subordinates’ job Embeddedness such that high supervisors’ job embeddedness will strengthen the relationship of them. Besides, the interaction between supervisors’ job Embeddedness and LMX has impact on subordinates’ turnover intention through subordinates’ job embeddedness. Limitations and future research are discussed in the last part and practical suggestions are given too.
