好關係沒有壞影響嗎？領導部屬交換關係對組織年資與晉升力評分倒U字型關係的調節效果

Does the Good Hinder? The Moderating Effect of Leader-Member Exchange on the Inverted U-Shaped Relationship between Organizational Tenure and Promotibility Rating

過去研究大都主張組織年資與晉升力評分的關係屬於線性關係，且發現或正或負不一致的研究結果。這種不穩定的關係引發本研究欲探討組織年資與晉升力評分間的非線性關係，並檢視領導部屬交換關係在這兩者間的調節效果。基於人力資本、職涯階段和LMX理論，本研究以能力和動機闡述組織年資和晉升力的曲線關係，與LMX的調節效果。196位主管評估與部屬LMX關係和晉升力的樣本資料來自四大產業、100家公司。組織年資則由員工的人資部門提供。研究結果顯示組織年資和晉升力評分間確實存在倒U字型的曲線關係，而LMX會強化兩者的效果。研究貢獻乃對以人力資本理論闡述組織年資與職涯成功的論點提出補充說明。同時也發現LMX，這種一直以來被視為職涯成功的贊助性流動因子的負面影響。

Previous research has assumed the linearity relationship between organizational tenure and employees' promotability, and found inconsistent results, positive or negative relationship. Those mixed findings initiated our study to examine the nonlinearity relationship between organizational tenure and employees' promotability as well as the role of leadermember exchange as moderator. Building on the human capital theory, career stage theory and leader-member exchange theory, the authors explain the curvilinear relationship and the moderating effect based on the function of ability and motivation. Data of 196 supervisors' ratings of their subordinates' LMX and promotability were collected from 4 industries and 100 companies. The information of subordinates' organizational tenure was provided from the human resource department of the participants. Results indicated that organizational tenure has inverted U-shaped relationship with promotability and LMX will strengthen the curvilinear relationship of organizational tenure and promotability. This study contributes to proposing the complementary perspective of human capital theory to explain the relationship of organizational tenure and career success. Notably, our model also found the negative influence of LMX, which is under the sponsored-mobility norm of career success.