主要结论如下：（1）责任型领导的诚信道德、开放沟通、关怀指导对工作绩效
有显著的正向影响，而积极公民行为对工作绩效的影响则不显著。（2）责任型领导
的诚信道德、开放沟通、关怀指导对领导-成员交换有显著的正向影响，而积极公
民行为对领导-成员交换的影响则不显著。（3）领导-成员交换对工作绩效有显著的
正向影响。（4）在领导-成员交换的影响下，责任型领导的诚信道德、开放沟通、
关怀指导、积极公民行为对工作绩效的影响程度均有所下降，但影响结果还是显著
的，领导-成员交换在责任型领导与工作绩效之间起着部分的中介作用。（5）管理
者的领导行为应因员工工龄和性别的差异而不同。工龄较长的员工比工龄较短的员
工更适合采取高关系透明的领导行为；男性领导在领导下属的过程中比女性领导更
能与下属建立高质量的领导-成员交换关系。
本文的研究丰富了责任型领导理论研究，对全面了解责任型领导的作用机制具
有一定的借鉴意义；对企业甄选合适的领导人才，完善领导的考核与培训机制具有
实际指导意义。
关键词：责任型领导；工作绩效；领导-成员交换
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Abstract
With the emergency of so many financial companies' business scandals similar to
Enron, the public are concerning more and more about enterprise leaders' moral character
and behavior of responsibility, thus, responsible leadership and the research of it arise at
the historic moment. How does responsible leadership impact on employees’ job
performance How does it influence job performance level Discussion of these issues
has become an inevitable important subject in management. Based on a review of
relevant theories at home and abroad on responsible leadership, Leader-Member
Exchange (LMX) and job performance, this thesis explores the mechanism of responsible
leadership's effect on employees’ job performance, and studies the model of the
mechanism of responsible leadership's effect on job performance by using empirical
research method.
The main conclusions are as follows:(1) Moral integrity, open communication and
caring guidance of responsible leadership have significant positive impact on job
performance, but the impact of active citizenship behavior on it is not notable.(2) Moral
integrity, open communication and caring guidance of responsible leadership have
significant positive impact on the exchange between leaders and members, but the impact
of active citizenship behavior on it is not notable.(3) The exchange between leaders and
members has a significant positive impact on job performance.(4) Under the influence of
the exchange between leaders and members, the influence that responsible leadership’s
moral integrity, open communication and caring guidance, and active citizenship
behavior impact on job performance has declined, but still significantly. The exchange
between leaders and members partly plays an intermediary role between responsible
leadership and job performance.(5) Managers’ leadership behavior should be different
due to the differences of employees’ service period and gender. Compared with
employees with short length of service period ,it’s more suitable for staff with longer武汉科技大学硕士学位论文
III
length of service period to take leadership behavior of high transparent relationship ;
Male leaders will build high quality relationship in the process of leading subordinates
than female leaders.
This study not only enriches the responsible leadership theory and provides a certain
reference meaning for fully understanding the mechanism of responsible leadership ,but
also has practical significance for selecting suitable business leaders and improving
leadership assessment and training system.
Keywords: responsible leadership; job performance; Leader-Member Exchange (LMX)
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