【正文】 與工作結果的聯(lián)系與績效改進直接相關，可見這個聯(lián)系的重要性。行為與工作結果的聯(lián)系不僅與員工的努力有關，還與領導提供的資源、方法有關，如果員工工作努力，領導再提供一定的幫助以實現員工的預期結果，可產生事半功倍的效果。（三）局限性與未來方向由于數據收集的操作困難，本研究的局限一方面來自截面數據和同源方差，另一方面來自有限的樣本數量。為了檢驗數據中同源方差存在的程度，我們進行了Harman的單因子檢驗，把所有變量的條目放到一起進行探索性因素分析。結果表明，條目沒有形成一個單獨的因子，因此，同源方差問題并不顯著。未來的研究可以在數據采集上進一步改進，比如由上司評價和預測員工的績效改進程度，并在一段時間后重復采集部分數據。目前沒有研究測量四種激勵聯(lián)系的強度和績效改進的程度，所以本研究的相關測量題目均為研究團隊根據理論進行編寫的，未來的研究可以檢驗和完善這幾個測量量表。本研究探討了經過改進的四種聯(lián)系的激勵過程。未來的研究可以基于最早提出的期望模型將工作結果與評估的聯(lián)系和評估與報酬的聯(lián)系合并在一起，研究三種聯(lián)系的激勵過程對績效改進的影響。參考文獻 黃鶯（2007）. 家長式領導與員工組織承諾、組織公民行為的關系研究. 中國人民大學碩士論文. 劉軍，宋繼文 amp。 吳隆增（2008）. 政治與關系視角的員工職業(yè)發(fā)展影響因素探討. 心理學報，40（2）：201209. 斯蒂芬?P?羅賓斯（2005）. 《組織行為學》（第10版），孫健敏，李原譯. 中國人民大學出版社. 章凱（2003）. 激勵理論新解. 科學管理研究，第21卷第2期:8992. 張惠辰（2005）. 組織公平與工作滿意度的關系研究. 中國人民大學碩士論文. 張羿（2007）. 《中國式管理批判》. 中國時代經濟出版社. Bailey, T. (1993). Discretionary effort and the organization of work: Employee participation and work reform since Hawthorne. Working paper, Columbia University, New York. Denisi, A. S., amp。 Pritchard, R. D. (2006).Performance appraisal, performance management and improving individual performance: A motivational framework. Management and Organization Review, 2(2), 253277. Eden., D. (1992).Leadership and expectations: Pygmalion effects and other selffulfilling prophecies in organizations. Leadership Quarterly, Winter, 278279. Graen, G.,amp。 UhlBien, M.(1995).Relationshipbased approach to leadership: Development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multilevel multidomain perspective. Leadership Quarterly, 6(2), 219–247.1 Howell, ., amp。 HallMerenda, . (1999). The ties that bind: The impact of leadermember exchange, transformational leadership and transactional leadership, and distance on predicting follower performance. Journal of Appled Psychology, 84: 680694.1 Huselid, M.(1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3): 635672.1 Jia, L., Song, J., Li, C., Cui, R.,amp。 Chen, Y.(2007). Leadership and Jobrelated Attitudes of Employees: An Empirical Study of Managers under Chinese Context on the Mediating Effects of Reciprocity and Trust. Translated from China Management Studies, 1: 1345 (in Chinese).1 J246。reskog K G, S246。rbom D (1993). LISREL 8: User’s Reference Guide. Chicago, IL: Scientific Software.1 Naylor, J., Pritchard, R. D. and Ilgen, D. R. (1980). A Theory of Behavior in Organizations. New York: Academic Press.1 Settoon R P, Bennett N, Liden R C (1996). Social exchange in organizations: Perceived organizational support, leadermember exchange, and employee reciprocity. Journal of Applied Psychology, 81(3): 219227.1 Thomas, . amp。 Tymon, Jr. W. G. (1997).Ridging the motivation gap in total quality. Quality Management Journal，, , .1 Wang, H., Law, ., Hackett, ., Wang, D.,amp。 Chen, .(2005).Leadermember exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of Management Journal,48(3): 420432.1 Wayne S J, Shore L M, Liden R C (1997). Perceived organizational support and leadermember exchange: A social exchange perspective. Academy of Management Journal, 40(1): 82111. Wong, ., Tinsley, C., Law, ., amp。 Mobley, . (2003). Development and validation of a multidimensional measure of guanxi. Journal of Psychology in Chinese Societies, 4(1):4369.2 Zhang, K., Song, L. J., Hackett, R. D.,amp。 Bycio, P.(2006). Cultural boundary of expectancy theorybased performance management: A mentary on DeNisi and Pritchard’s performance improvement model. Management and Organization Review, 2(2), 279–294.14 / 14