中文摘要：

以394名工程项目成员问卷调查为基础,从冲突管理第三方角度出发,探讨项目经理管理下属间冲突的决断、审慎和回避三种模式分别对冲突当事人离职倾向产生何种影响.模型以领导成员交换品质（LMX）为中介变量,是否有共事经历和项目团队类型作为调节变量.研究结果表明采取决断和审慎的冲突管理模式会显著加强LMX的品质,而回避模式则会带来LMX的低质化从而推升员工离职倾向.LMX在冲突模式和离职倾向间起部分中介作用,共事经历会强化冲突管理模式对LMX的影响.

英文摘要：

As a third-party, the project manager can be provided with three conflict management styles when dealing with employees＇ conflicts, namely resolution, prudence, and avoidance. Based on a questionnaire survey completed by 394 members of a construction project team, a research model is established, taking lead-member exchange （LMX） as the intermediate variable, the colleague experience and team type as the moderator. The conclusion shows that resolution and prudence are significantly positive-interrelated with LMX, while avoidance is negative-interrelated with LMX and can result in an increase in turnover intention. LMX acts partly as an intermediary role between the three conflict management styles and employee＇s turnover intention, while the colleague experience will strengthen the influence imposed by the conflict management styles upon LMX.