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中文摘要：
通过对15个部门或团队32位员工的开放式访谈、半开放式访谈，运用扎根理论方法对员工LMX认知的结构体系进行了探索性研究。结果表明：LMX认知的结构是一个多维的构思，包括：上司尊重、不公平对待、支持协助、圈内归属、回报义务五个维度；LMX认知的五个认知维度之间并不是完全独立的，彼此存在一定的联系；LMX认知的动力基础主要来自于上司和员工两个层面。
英文摘要：
This paper collected 32 samples in more than 15 departments or teams to do the open interview and semi-open interview, and used grounded theory to study the cognitive structure of Leader-member exchange. The results show that LMX cognitive structure is a multidimensional concept that include supervisor esteem, injustice treatment, support and coordination, sense of belonging in certain environment, return obligation. The five cognitive dimensions of LMX are not fully independent, they are connected with each other instead, and the main driving force of LMX cognitive comes from the boss and employee levels.
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