中文摘要：

以调节聚焦这一独特视角，考察了领导-成员内在认同不对称模式及其形成机理。从感知领导认同导向力与员工自我认同导向力两个方面提炼出影响该双元内在认同不对称的作用因素：领导因素（领导授权赋能、领导支持）与员工因素（工作胜任力、自我价值感）。研究结果表明，在这两种导向力强弱交错共同作用所形成的领导-成员内在认同不对称下，员工将通过两种不同的自我调节系统（促进型聚焦与防御型聚焦）形成4种模式。其中，领导低估型不对称包括“卧薪尝胆型”“怀才不遇型”，领导高估型不对称包括“不辱使命型”“勉为其难型”。

英文摘要：

The modes and their formation mechanism of leader-member internal identity asymmetries are explored trom the unique perspective of regulatory focus. Influencing factors of the dual internal identity asymmetries are identified from per- ceived leader identity force and employee self-identity force, including leader factors （i. e. empowerment and supervisory support） and employee factors （competence at work and feeling of self-worth）. This study shows that four modes are formed through two different self-regulation systems （i. e. promotion focus and prevention focus） under leader-member in- ternal identity asymmetries resulted from interaction between these two uneven forces. In the four modes,undervalued a- symmetries by leaders includes the two modes of ＂revival in hardship＂ and？＂ unrecognized talents＂ , while overrated asym- metries by leaders includes the two modes of ＂carrying out an assignment＂ and ＂being forced to face challenge＂.