Personalized and Depersonalized Responses to Leaders’ Fair Treatment: Status Judgments and Leader–Member Exchange as Mediating Mechanisms
研究领导互动公平如何通过个性化（领导-成员交换）和非个性化（地位判断）路径影响下属的多焦点认同，对理解组织内公平与认同关系有参考价值。
By extracting insights from leader–member exchange (LMX) theory and social identity theory, this study predicted that a leader’s interactional justice is associated with followers’ multifoci identification by personalized and depersonalized mediating mechanisms. Specifically, we hypothesized that a leader’s interactional justice affects (a) followers’ relational identification via the LMX as a personalized response and (b) followers’ work-group identification via status judgments (pride and respect) as a depersonalized response. The study’s constructs were measured on three separate occasions over an interval of 4 months, using data from a sample of 322 employees at a large public university. As predicted, we found that (a) LMX mediates the relationship between interactional justice and relational identification and (b) status judgments (pride and respect) mediate the relationships between interactional justice and work-group identification. Theoretical and practical implications for these findings are discussed.