「主管成員交換理論」主張，領導者會與其部屬或員工發展出不同的品質交換關係。然而，至今關於主管成員交換品質差異對員工行為影響之研究仍不多見。主管成員交換品質差異可以視為平等或一致性原則，他是維持團隊和諧的重要因素。本研究主要探討主管成員交換品質的差異是否會影響到組織的團隊凝聚力，以及後者是否影響員工的團結行為。本研究採用問卷方法，透過email和網路問卷蒐集了217份有效問卷並以PLS結構方程模型工具分析資料。研究結果發現指出，主管成員交換品質差異會負向影響團隊凝聚力，並透過凝聚力影響團隊成員的團結行為。同時，本研究亦證明團隊凝聚力是主管成員交換差異與團結行為的中介變數。

　The Leader–Member Exchange (LMX) theory describes that leaders develop different quality relationships with their employees. There is few research on how the LMX differentiation influences the employee’s behavior. LMX differentiation runs counter to principles of equality and consistency, which are critical to maintaining social harmony in groups. The current research investigates whether LMX differentiation affects personal percevied cohesiveness and solidarity behavior. This study conducted 217 valid samples by sending email and online questionnaires. Data analysis was conducted utilizing PLS structural equation modeling. Overall, the results show LMX differentiation will has negative effects on group cohesiveness, which in turn impacts the whole team member’s solidarity behavior. As group cohesiveness has proposed to be a mediator in team’s social context, this study also confirmed the mediating role of group cohesiveness in the LMX differentiation and solidarity behavior relationship.

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