中文摘要：

互惠和信任是社会交换的普适准则。本文基于社会交换理论，以中国境内各类企业972位管理人员为样本，试图研究领导风格与员工工作态度之间的关系，尤其是组织与员工间的互惠和员工的组织信任在其中的中介作用。在初步研究的基础上，本文对变革型领导、事务型领导、广义互惠、平衡互惠、员工的组织信任、组织承诺和离职意愿各概念进行了系统的探索性分析和验证性分析，接着检验了这七个核心概念的区分效度。研究结论表明：（1）变革型领导不仅直接对员工的组织信任和组织承诺产生作用，而且通过组织对员工的广义和平衡互惠使员工产生对组织的信任，从而提高员工的组织承诺和降低员工的离职意愿；（2）事务型领导仅仅通过互惠对员工的组织信任和组织承诺产生作用；（3）广义互惠直接影响员工的组织承诺，平衡互惠通过组织信任影响员工的组织承诺。研究结论告诉我国企业领导者，首先，尽可能锻炼自己，努力成为变革型领导者。其次，要努力塑造互惠和信任的企业文化，并且特别着重于建设广义互惠的企业文化和制度环境。

英文摘要：

Reciprocity and trust are the basic principles of human social exchanges. Using a sample of 972 managers from the companies in China, we examined the relationship between leadership and the job-related attitudes of employees, especially the mediating effects of both reciprocity and trust on the relationship between the two variables from the perspective of social exchange. The construct validity of the seven core variables studied in this paper was confirmed respectively after a pilot study and the exploratory factor analyses of the seven variables which are transformational and transactional leadership, generalized and balanced reciprocity, organizational trust and commitment, and quit intention. And then the discriminant validity of the seven core variables was tested. The main findings from structural model analyses were showed as follows. Firstly, transformational leadership not only affects organizational trust and commitment directly, but also motivates organizational trust of employees through the mediation of generalized and balanced reciprocity indirectly, and then enhances organizational commitment and stay intention of employees. Secondly, transactional leadership only affects organizational trust and commitment of employees through the mediation of reciprocity directly. Thirdly, generalized reciprocity has direct effects on organizational commitment of employees, whereas balanced reciprocity does directly through affecting organization trust of employees. The leaders and managers were suggested that they should do their best to become transformational leaders, and build the organizational culture of both reciprocity and trust, and especially build both organization culture and systems full of generalized reciprocity.