中文摘要：

以武汉、深圳、南京三地的企业新生代员工为样本,采用结构化问卷,围绕社会比较交换关系和下属职业成功之间的关系,以及集体主义的调节作用进行了分析。研究结果表明,在控制性别等人口统计学变量和领导-成员交换关系质量后,社会比较交换关系对下属的职业成功有显著的正向影响;社会比较交换关系的质量越高,下属的自我效能感越高;同时,为了回报领导的信任,下属往往会持续加大工作投入,因而更易获得职业成功,工作投入在社会比较交换关系和下属职业成功中起部分中介作用。此外,鉴于新生代员工的个人主义倾向更为明显,会对我国传统文化中集体主义导向的作用有所抵消,因此,集体主义倾向的中介调节效应并不显著。

英文摘要：

This study uses structured questionnaire to survey the new generation employees in Wuhan, Shenzhen, Nanjing enterprise, and analyzes the relationship between LMXSC （the compari- son between one＇s own LMX and that of coworkers） and employees＇ career success as well as the moderating effect of member＇s collectivism. The results show that- in the control of demographic var- iables like sex and one＇s own LMX, LMXSC （subjective assessments of one＇s relative LMX standing, LMXSC） has significant and positive effect on subordinates＇ career success; the higher the LMXSC is, the more self-efficacy one will get, meanwhile, subordinates receiving leaders＇ trust feel obliged to reciprocate with increasing job involvement, which helps them achieve career success; job involvement plays a partial mediating role in the relationship of LMXSC and career success; compared with the old, the employees of the millennial generation show more obvious signs of individualism, which will offset the role of collectivistic orientation in traditional culture, so the moderated and moderating effect of collectivism is not significant.