摘要：本研究从主管—员工二元视角出发，结合相似—吸引理论和社会交换理论，分析了感知家庭支持型主管行为一致性对工作绩效的影响以及领导—成员交换的中介作用。通过运用多项式回归与响应面分析对两阶段69份主管与318份员工配对数据进行分析，结果显示：与“主管低一员工低”相比，“主管高一员工高”感知家庭支持型主管行为时的领导一成员交换质量更高；与“主管高—员工低”相比，“主管低一员工高”感知家庭支持型主管行为时的领导—成员交换质量更高；主管—员工感知家庭支持型主管行为一致性通过领导—成员交换正向影响任务绩效和关系绩效。

Abstract: This study analyzes the effects of perceived family-supportive supervisor behavioral congruence on job performance and the mediating role of leader-member exchange from a binary supervisor employee perspective and in conjunction with similarity-attraction theory and social exchange theory. The data collected from 69 supervisors paired with 318 employees were analyzed through cross-level polynomial regression analysis and response surface analysis techniques, and the results showed that: in the case of congruence, compared to "low supervisor-low employee" perceived family-supportive supervisory behavior, the level of leader-member exchange is higher for "high supervisor-high employee" perceived family supportive supervisor behavior; in the case of incongruence, compared to "high supervisor-low employee" perceived family-supportive supervisory behavior, the level of leader-member exchange is higher for "low supervisor-high employee" perceived family-supportive supervisor behavior; supervisor-employee perceived family supportive supervisor behavior congruence influences task performance and contextual performance through leader-member exchange.