中文摘要：

以3家制造企业的63个工作团队为研究对象，考察了团队层面的领导-成员交换关系质量和关系差异化对团队成员情感承诺和团队绩效的影响。研究结果表明，在控制变革型领导后，领导-成员交换关系质量对情感承诺和团队绩效仍有显著正向影响；关系差异化对这种影响有负向调节作用，表现为对关系差异化程度较低的团队，领导-成员交换关系质量对情感承诺和团队绩效的正向影响相对较强；对差异化程度较高的团队，领导-成员交换关系质量的正向影响较弱。研究结果在-定程度扩展了领导-成员交换研究的分析层次，同时发现了领导对不同下属的亲疏有别和差异对待会削弱领导-成员交换关系对团队的积极作用。

英文摘要：

The roles of both group-level leader member exchange quality （GLMX） and differentia- tion （DLMX） are investigated for their effects on team member＇s aggregated affective commitment to the organization and team performance in a sample of 63 manufacturing teams from 3 organizations. Results indicate that after controlling for transformational leadership behavior, GLMX is still shown to predict team member＇s affective organizational commitment and team performance. The moderating role of DLMX is also supported that GLMX is more positively related to team member＇s commitment and team performance for teams lower, rather than higher in DLMX. The study in general enhances analytical level of leader-member exchange research and implies that leader＇s differentiated treatment toward team members hinders the positive effect of GLMX on team process and outcome.