差別對待能激勵酒店員工嗎心理資本、領導成員交換與敬業度的跨層次研究一、本文概述Overviewofthisarticle本文旨在探討差別對待對酒店員工激勵的影響，并引入心理資本和領導成員交換兩個關鍵因素，分析它們在激勵過程中的作用。通過跨層次研究的方法，我們將深入探討員工敬業度如何受到這些因素的綜合影響。Thisarticleaimstoexploretheimpactofdifferentialtreatmentonhotelemployeemotivation,andintroducetwokeyfactors,psychologicalcapitalandleadermemberexchange,toanalyzetheirrolesinthemotivationprocess.Throughacrosslevelresearchapproach,wewilldelveintohowemployeeengagementiscomprehensivelyinfluencedbythesefactors.本文首先將對差別對待的概念進行界定，并闡述其在酒店行業中的實際應用。接著，我們將分析心理資本對員工激勵的影響，包括自信、希望、樂觀和韌性等心理要素如何幫助員工應對工作中的挑戰和壓力。我們還將探討領導成員交換對員工敬業度的影響，特別是高質量的領導成員交換關系如何促進員工的積極參與和投入。Thisarticlefirstdefinestheconceptofdifferentialtreatmentandelaboratesonitspracticalapplicationinthehotelindustry.Next,wewillanalyzetheimpactofpsychologicalcapitalonemployeemotivation,includinghowpsychologicalfactorssuchasconfidence,hope,optimism,andresiliencehelpemployeescopewithchallengesandpressuresintheirwork.Wewillalsoexploretheimpactofleadermemberexchangeonemployeeengagement,especiallyhowhigh-qualityleadermemberexchangerelationshipspromoteactiveparticipationandengagementamongemployees.在研究方法上，本文將采用問卷調查和實地訪談相結合的方式，收集酒店員工的實際數據和反饋。通過統計分析，我們將揭示各因素之間的相關性和影響路徑，為酒店管理者提供有針對性的管理策略和建議。Intermsofresearchmethods,thisarticlewilladoptacombinationofquestionnairesurveysandon-siteinterviewstocollectactualdataandfeedbackfromhotelemployees.Throughstatisticalanalysis,wewillrevealthecorrelationandimpactpathsbetweenvariousfactors,providingtargetedmanagementstrategiesandsuggestionsforhotelmanagers.通過本文的研究，我們期望能夠為酒店行業提供一個全面而深入的視角，以理解和改善員工激勵問題。本文的研究結果也將為其他行業的員工激勵管理提供有益的參考和啟示。Throughthisstudy,wehopetoprovideacomprehensiveandin-depthperspectiveforthehotelindustrytounderstandandimproveemployeemotivationissues.Theresearchresultsofthisarticlewillalsoprovideusefulreferenceandinspirationforemployeeincentivemanagementinotherindustries.二、文獻綜述Literaturereview在組織行為學和人力資源管理領域，差別對待作為一種激勵機制，一直備受關注。過去的研究主要關注差別對待對員工工作滿意度、績效和離職率的影響，但對于其是否能有效激勵酒店員工，特別是考慮到酒店行業的特殊性，如高強度的人際互動、高度依賴員工的服務質量等，尚缺乏深入探討。Inthefieldsoforganizationalbehaviorandhumanresourcemanagement,differentialtreatmenthasalwaysbeenafocusofattentionasanincentivemechanism.Previousstudieshavemainlyfocusedontheimpactofdifferentialtreatmentonemployeejobsatisfaction,performance,andturnoverrates,butthereisstillalackofin-depthexplorationonwhetheritcaneffectivelymotivatehotelemployees,especiallyconsideringtheparticularityofthehotelindustry,suchashigh-intensityinterpersonalinteractionandhighdependenceonemployeeservicequality.心理資本作為一個新興概念，被定義為個體在成長和發展過程中表現出來的一種積極心理狀態，包括自信、希望、樂觀和韌性等四個維度。近年來，心理資本在組織行為學領域逐漸受到重視，被認為是一種重要的個人資源，能夠促進員工的工作投入和績效提升。然而，關于心理資本與差別對待之間的關系，以及如何共同作用于員工敬業度，尚需進一步研究。Psychologicalcapital,asanemergingconcept,isdefinedasapositivepsychologicalstateexhibitedbyindividualsduringtheirgrowthanddevelopmentprocess,includingfourdimensions:confidence,hope,optimism,andresilience.Inrecentyears,psychologicalcapitalhasgraduallyreceivedattentioninthefieldoforganizationalbehaviorandisconsideredanimportantpersonalresourcethatcanpromoteemployeeworkengagementandperformanceimprovement.However,furtherresearchisneededontherelationshipbetweenpsychologicalcapitalanddifferentialtreatment,aswellashowtheyjointlyaffectemployeeengagement.領導成員交換理論則提供了另一種視角。該理論認為，領導與員工之間會形成一種特殊的交換關系，這種關系的質量會影響員工的工作態度和行為。高質量的領導成員交換關系能夠增強員工的組織認同感和工作滿意度，從而提高敬業度。在差別對待的背景下，領導如何與不同員工建立并維持高質量的交換關系，是一個值得研究的問題。Thetheoryofleadermemberexchangeprovidesanotherperspective.Thistheorysuggeststhatthereisaspecialexchangerelationshipbetweenleadersandemployees,andthequalityofthisrelationshipcanaffecttheworkattitudeandbehaviorofemployees.Highqualityleadershipmemberexchangerelationshipscanenhanceemployees'organizationalidentityandjobsatisfaction,therebyincreasingtheirdedication.Inthecontextofdifferentialtreatment,itisworthstudyinghowleaderscanestablishandmaintainhigh-qualityexchangerelationshipswithdifferentemployees.敬業度作為員工對工作的投入和熱情程度，是組織成功的關鍵因素之一。酒店業作為服務業的重要組成部分，員工的敬業度對于提升顧客滿意度和忠誠度具有至關重要的作用。因此，探究差別對待、心理資本和領導成員交換如何共同影響酒店員工的敬業度，不僅有助于深化我們對這些概念的理解，也為酒店業的人力資源管理實踐提供了重要的理論依據。Dedication,asthelevelofemployeeengagementandenthusiasmtowardswork,isoneofthekeyfactorsfororganizationalsuccess.Thehotelindustry,asanimportantcomponentoftheserviceindustry,employeeengagementplaysacrucialroleinimprovingcustomersatisfactionandloyalty.Therefore,exploringhowdifferentialtreatment,psychologicalcapital,andleadershipmemberexchangecollectivelyaffecthotelemployeeengagementnotonlydeepensourunderstandingoftheseconcepts,butalsoprovidesimportanttheoreticalbasisforhumanresourcemanagementpracticesinthehotelindustry.本文旨在通過跨層次的研究方法，系統探討差別對待對酒店員工敬業度的影響，以及心理資本和領導成員交換在這一過程中的作用機制。通過整合這些概念，我們期望能夠構建一個更加全面的理論框架，為酒店業的人力資源管理實踐提供有益的啟示和指導。Thisarticleaimstosystematicallyexploretheimpactofdifferentialtreatmentonhotelemployeeengagement,aswellasthemechanismsofpsychologicalcapitalandleadershipmemberexchangeinthisprocess,throughacrosslevelresearchmethod.Byintegratingtheseconcepts,wehopetoconstructamorecomprehensivetheoreticalframeworkthatprovidesusefulinsightsandguidanceforhumanresourcemanagementpracticesinthehotelindustry.三、研究假設Researchhypotheses本研究旨在探討差別對待對員工心理資本、領導成員交換以及敬業度的影響，并進一步分析心理資本和領導成員交換在差別對待與敬業度之間的中介作用。基于相關理論和文獻回顧，我們提出以下研究假設：Thisstudyaimstoexploretheimpactofdifferentialtreatmentonemployeepsychologicalcapital,leadermemberexchange,andengagement,andfurtheranalyzethemediatingroleofpsychologicalcapitalandleadermemberexchangebetweendifferentialtreatmentandengagement.Basedonrelevanttheoriesandliteraturereview,weproposethefollowingresearchhypotheses:假設一：差別對待對員工敬業度具有顯著影響。具體而言，正向差別對待（如表揚、獎勵等）將提升員工的敬業度，而負向差別對待（如批評、懲罰等）將降低員工的敬業度。這是因為正向差別對待能夠滿足員工的心理需求，激發其工作動力，而負向差別對待則可能導致員工產生消極情緒，降低其工作投入。Assumption1:Differentialtreatmenthasasignificantimpactonemployeeengagement.Specifically,positivedifferentialtreatment(suchaspraise,rewards,etc.)willenhanceemployeeengagement,whilenegativedifferentialtreatment(suchascriticism,punishment,etc.)willreduceemployeeengagement.Thisisbecausepositivedifferentialtreatmentcanmeetthepsychologicalneedsofemployeesandstimulatetheirworkmotivation,whilenegativedifferentialtreatmentmaycauseemployeestodevelopnegativeemotionsandreducetheirworkengagement.假設二：心理資本在差別對待與員工敬業度之間發揮中介作用。心理資本作為員工的一種內在資源，能夠幫助員工應對工作中的挑戰和壓力。當員工受到正向差別對待時，其心理資本將得到提升，進而增強其對工作的投入和敬業度。相反，負向差別對待可能導致員工心理資本減少，從而降低其敬業度。Assumption2:Psychologicalcapitalplaysamediatingrolebetweendifferentialtreatmentandemployeeengagement.Psychologicalcapital,asaninternalresourceofemployees,canhelpthemcopewithchallengesandpressuresintheirwork.Whenemployeesreceivepositivedifferentialtreatment,theirpsychologicalcapitalwillbeenhanced,therebyenhancingtheirinvestmentanddedicationtowork.Onthecontrary,negativedifferentialtreatmentmayleadtoadecreaseinemployeepsychologicalcapital,therebyreducingtheirdedication.假設三：領導成員交換在差別對待與員工敬業度之間發揮中介作用。高質量的領導成員交換關系能夠促進員工對領導的信任和支持，從而提高員工的敬業度。正向差別對待有助于建立積極的領導成員交換關系，而負向差別對待則可能破壞這種關系，進而影響員工的敬業度。Assumption3:Leadermemberexchangeplaysamediatingrolebetweendifferentialtreatmentandemployeeengagement.Highqualityleadershipmemberexchangerelationshipscanpromoteemployeetrustandsupporttowardstheleader,therebyincreasingemployeeengagement.Positivedifferentialtreatmenthelpsestablishpositiveleadershipmemberexchangerelationships,whilenegativedifferentialtreatmentmaydisrupttheserelationships,therebyaffectingemployeeengagement.假設四：心理資本和領導成員交換在差別對待與敬業度之間具有聯合中介作用。即差別對待不僅通過心理資本和領導成員交換單獨影響敬業度，而且通過它們的聯合作用共同影響敬業度。這是因為心理資本和領導成員交換都是員工工作態度和行為的重要影響因素，它們在差別對待與敬業度之間起著橋梁作用。Assumption4:Psychologicalcapitalandleadershipmemberexchangehaveajointmediatingeffectbetweendifferentialtreatmentanddedication.Differentialtreatmentnotonlyaffectsdedicationsolelythroughtheexchangeofpsychologicalcapitalandleadershipmembers,butalsothroughtheircombinedeffectsondedication.Thisisbecausepsychologicalcapitalandleadershipmemberexchangeareimportantinfluencingfactorsofemployeeworkattitudeandbehavior,andtheyplayabridgingrolebetweendifferentialtreatmentanddedication.本研究將通過實證分析方法檢驗上述假設，以期為酒店業管理者提供關于如何有效運用差別對待策略來提升員工敬業度的啟示和建議。Thisstudywilltesttheabovehypothesesthroughempiricalanalysismethods,inordertoprovideinsightsandsuggestionsforhotelindustrymanagersonhowtoeffectivelyusedifferentialtreatmentstrategiestoenhanceemployeeengagement.四、研究方法Researchmethods本研究采用定量與定性相結合的研究方法，旨在全面、深入地探討差別對待對員工心理資本、領導成員交換關系以及員工敬業度的影響。具體而言，本研究將綜合運用文獻分析、問卷調查和統計分析等多種手段。Thisstudyadoptsacombinationofquantitativeandqualitativeresearchmethods,aimingtocomprehensivelyanddeeplyexploretheimpactofdifferentialtreatmentonemployeepsychologicalcapital,leadermemberexchangerelationships,andemployeeengagement.Specifically,thisstudywillcomprehensivelyutilizevariousmethodssuchasliteratureanalysis,questionnairesurveys,andstatisticalanalysis.通過文獻分析，系統梳理國內外關于差別對待、心理資本、領導成員交換和敬業度的相關理論和研究成果，為本研究提供堅實的理論基礎和文獻支撐。在此基礎上，構建本研究的概念模型和研究假設。Throughliteratureanalysis,therelevanttheoriesandresearchresultsondifferentialtreatment,psychologicalcapital,leadershipmemberexchange,anddedicationathomeandabroadaresystematicallysortedout,providingasolidtheoreticalfoundationandliteraturesupportforthisstudy.Onthisbasis,constructtheconceptualmodelandresearchhypothesesofthisstudy.運用問卷調查法收集數據。問卷設計將參考國內外成熟的量表，并結合本研究的實際需要進行適當的修改和完善。調查對象為我國酒店行業的員工及其直接上級領導，以確保數據的代表性和有效性。通過線上和線下相結合的方式發放問卷，以擴大樣本的覆蓋范圍和提高問卷的回收率。Collectdatausingquestionnairesurveymethod.Thequestionnairedesignwillrefertomaturescalesbothdomesticallyandinternationally,andmakeappropriatemodificationsandimprovementsbasedontheactualneedsofthisstudy.ThesurveytargetsemployeesandtheirimmediatesuperiorsinthehotelindustryinChinatoensuretherepresentativenessandvalidityofthedata.Distributequestionnairesthroughacombinationofonlineandofflinemethodstoexpandsamplecoverageandimprovequestionnaireresponserates.采用統計分析方法對收集到的數據進行處理和分析。具體包括描述性統計分析、相關分析、層次回歸分析等方法，以檢驗本研究提出的假設并探討各變量之間的關系。還將運用結構方程模型等高級統計技術對數據進行跨層次分析，以揭示差別對待對員工心理資本、領導成員交換關系和敬業度的影響機制。Processandanalyzethecollecteddatausingstatisticalanalysismethods.Thisincludesmethodssuchasdescriptivestatisticalanalysis,correlationanalysis,andhierarchicalregressionanalysistotestthehypothesesproposedinthisstudyandexploretherelationshipsbetweenvariousvariables.Advancedstatisticaltechniquessuchasstructuralequationmodelingwillalsobeusedtoconductcrosslevelanalysisofthedata,inordertorevealtheimpactmechanismofdifferentialtreatmentonemployeepsychologicalcapital,leadermemberexchangerelationships,anddedication.通過以上研究方法的應用，本研究旨在揭示差別對待對酒店員工心理資本、領導成員交換關系和敬業度的影響及其作用機制，為酒店業人力資源管理實踐提供有益的參考和啟示。Throughtheapplicationoftheaboveresearchmethods,thisstudyaimstorevealtheimpactandmechanismofdifferentialtreatmentonthepsychologicalcapital,leadershipmemberexchangerelationships,anddedicationofhotelemployees,providingusefulreferenceandinspirationforhumanresourcemanagementpracticesinthehotelindustry.五、研究結果Researchresults本研究通過跨層次的研究方法，深入探討了差別對待對員工心理資本、領導成員交換以及員工敬業度的影響。經過對多家酒店的員工進行深入調查與數據分析，我們得出以下主要研究結果。Thisstudydelvesintotheimpactofdifferentialtreatmentonemployeepsychologicalcapital,leadermemberexchange,andemployeeengagementthroughacrosslevelresearchapproach.Afterconductingin-depthinvestigationsanddataanalysisonemployeesofmultiplehotels,wehaveobtainedthefollowingmainresearchresults.在差別對待與員工心理資本的關系上，我們發現，適度的差別對待能夠顯著提升員工的心理資本。當員工感受到來自組織的公正、關懷與尊重時，他們的自信心、希望、樂觀和韌性等心理資本會得到增強。這種增強的心理資本有助于員工更好地應對工作中的挑戰，提升工作滿意度。Intermsoftherelationshipbetweendifferentialtreatmentandemployeepsychologicalcapital,wefoundthatmoderatedifferentialtreatmentcansignificantlyenhanceemployeepsychologicalcapital.Whenemployeesfeelthefairness,care,andrespectfromtheorganization,theirpsychologicalcapitalsuchasconfidence,hope,optimism,andresiliencewillbeenhanced.Thisenhancedpsychologicalcapitalhelpsemployeesbettercopewithjobchallengesandimprovejobsatisfaction.領導成員交換在差別對待與員工心理資本之間起到了重要的中介作用。當員工感受到來自領導的公正、關懷與尊重時，他們與領導之間的關系會更加緊密，形成高質量的領導成員交換關系。這種關系能夠進一步增強員工的心理資本，促進員工在工作中的投入與發展。Leadermemberexchangeplaysanimportantmediatingrolebetweendifferentialtreatmentandemployeepsychologicalcapital.Whenemployeesfeelthefairness,care,andrespectfromtheirleaders,theirrelationshipwiththembecomescloser,formingahigh-qualityexchangeofleadershipmembers.Thisrelationshipcanfurtherenhancethepsychologicalcapitalofemployeesandpromotetheirinvestmentanddevelopmentintheirwork.員工的心理資本對其敬業度具有顯著的正向影響。心理資本越高的員工，其敬業度也越高。這是因為心理資本高的員工在面對工作中的挑戰時，能夠更加積極地應對，保持對工作的熱情與投入，從而表現出更高的敬業度。Thepsychologicalcapitalofemployeeshasasignificantpositiveimpactontheirdedication.Employeeswithhigherpsychologicalcapitalhavehigherlevelsofdedication.Thisisbecauseemployeeswithhighpsychologicalcapitalareabletorespondmoreactivelytoworkchallenges,maintainenthusiasmandinvestmentintheirwork,andthusdemonstratehigherlevelsofdedication.本研究結果表明，適度的差別對待能夠通過提升員工的心理資本和領導成員交換關系，進而激發員工的敬業度。這為酒店業在員工激勵與管理方面提供了新的視角和啟示。酒店管理者應當注重在差別對待員工時保持公正、關懷與尊重，以促進員工心理資本的提升和領導成員交換關系的形成，從而提高員工的敬業度和工作績效。Theresultsofthisstudyindicatethatmoderatedifferentialtreatmentcanstimulateemployeeengagementbyenhancingtheirpsychologicalcapitalandleadershipmemberexchangerelationships.Thisprovidesanewperspectiveandinspirationforthehotelindustryinemployeemotivationandmanagement.Hotelmanagersshouldpayattentiontomaintainingfairness,care,andrespectwhentreatingemployeesdifferently,inordertopromotetheimprovementofemployeepsychologicalcapitalandtheformationofleadershipmemberexchangerelationships,therebyimprovingemployeededicationandworkperformance.六、討論Discussion本研究通過跨層次的研究方法，深入探討了差別對待對酒店員工激勵的影響，以及心理資本和領導成員交換在其中的作用。結果表明，差別對待在一定程度上能夠激勵酒店員工，但其效果受到心理資本和領導成員交換的調節。Thisstudydelvesintotheimpactofdifferentialtreatmentonhotelemployeemotivation,aswellastherolesofpsychologicalcapitalandleadermemberexchange,throughacrosslevelresearchapproach.Theresultsindicatethatdifferentialtreatmentcanmotivatehotelemployeestoacertainextent,butitseffectismoderatedbypsychologicalcapitalandleadershipmemberexchange.對于差別對待的激勵效果，研究發現適度的差別對待可以激發員工的競爭意識和自我提升的動力，從而促進其工作敬業度的提升。然而，過度的差別對待可能導致員工感到不公平，進而產生消極情緒和離職意愿。因此，酒店在實施差別對待策略時，需要把握好度，確保既能激發員工的積極性，又不至于引發負面影響。Fortheincentiveeffectofdifferentialtreatment,researchhasfoundthatmoderatedifferentialtreatmentcanstimulateemployees'competitiveawarenessandself-improvementmotivation,therebypromotingtheirworkdedication.However,excessivedifferentialtreatmentmayleadtoemployeesfeelingunfair,resultinginnegativeemotionsandawillingnesstoresign.Therefore,whenimplementingdifferentialtreatmentstrategies,hotelsneedtograspthedegreetoensurethatitcanstimulateemployeeenthusiasmwithoutcausingnegativeimpacts.心理資本在差別對待與員工敬業度之間起到了重要的中介作用。心理資本較高的員工在面對差別對待時，能夠更好地應對挑戰和壓力，保持積極的心態和行為，從而提升工作敬業度。因此，酒店應該重視員工心理資本的培養和開發，通過提供培訓、支持和激勵等措施，幫助員工提升心理資本水平，增強其對差別對待的適應能力和抗壓能力。Psychologicalcapitalplaysanimportantmediatingrolebetweendifferentialtreatmentandemployeeengagement.Employeeswithhigherpsychologicalcapitalarebetterabletocopewithchallengesandpressurewhenfacedwithdifferentialtreatment,maintainapositiveattitudeandbehavior,andthusenhanceworkdedication.Therefore,hotelsshouldattachimportancetothecultivationanddevelopmentofemployeepsychologicalcapital.Byprovidingtraining,support,andincentives,theycanhelpemployeesimprovetheirlevelofpsychologicalcapital,enhancetheirabilitytoadapttodifferentialtreatment,andwithstandpressure.領導成員交換也對差別對待與員工敬業度之間的關系產生了影響。高質量的領導成員交換能夠增強員工對領導的信任和認同，使其在面對差別對待時更加理性和客觀地看待問題，減少不公平感。良好的領導成員交換還能夠促進領導對員工的關心和支持，幫助員工解決工作中的困難和問題，從而提升其工作敬業度。因此，酒店領導者應該加強與員工的溝通和交流，建立良好的領導成員交換關系，為員工創造一個公平、公正、和諧的工作環境。Theexchangeofleadershipmembersalsohasanimpactontherelationshipbetweendifferentialtreatmentandemployeeengagement.Highqualityleadershipmemberexchangecanenhanceemployees'trustandidentificationwiththeirleaders,makingthemmorerationalandobjectiveinfacingdifferentialtreatment,andreducingfeelingsofunfairness.Agoodexchangeofleadershipmemberscanalsopromotethecareandsupportofleaderstowardsemployees,helpemployeessolvedifficultiesandproblemsintheirwork,andthusenhancetheirworkdedication.Therefore,hotelleadersshouldstrengthencommunicationandexchangewithemployees,establishgoodleadershipmemberexchangerelationships,andcreateafair,just,andharmoniousworkingenvironmentforemployees.差別對待對酒店員工激勵的影響是一個復雜而多元的過程，受到心理資本和領導成員交換等多個因素的影響。酒店在實施差別對待策略時，需要綜合考慮各種因素的作用，制定出科學合理的激勵方案，以最大限度地激發員工的積極性和創造力，提升酒店的整體績效和服務質量。酒店還應該關注員工的心理資本和領導成員交換等關鍵因素的培養和開發，為員工的成長和發展提供有力的支持和保障。Theimpactofdifferentialtreatmentonhotelemployeemotivationisacomplexanddiverseprocess,influencedbymultiplefactorssuchaspsychologicalcapitalandleadershipmemberexchange.Whenimplementingdifferentialtreatmentstrategies,hotelsneedtocomprehensivelyconsidertheeffectsofvariousfactorsanddevelopscientificallyreasonableincentiveplanstomaximizeemployeemotivationandcreativity,andimprovetheoverallperformanceandservicequalityofthehotel.Hotelsshouldalsopayattentiontothecultivationanddevelopmentofkeyfactorssuchasemployeepsychologicalcapitalandleadershipmemberexchange,providingstrongsupportandguaranteeforemployeegrowthanddevelopment.七、結論與建議Conclusionandrecommendations本研究通過深入探究差別對待、心理資本、領導成員交換以及敬業度之間的關系，揭示了差別對待在酒店員工激勵中的重要作用，并探討了心理資本和領導成員交換在這一過程中的中介效應。研究結果表明，差別對待對員工敬業度具有顯著影響，而心理資本和領導成員交換在這一過程中扮演著重要的角色。Thisstudyexplorestherelationshipbetweendifferentialtreatment,psychologicalcapital,leadermemberexchange,anddedicationindepth,revealingtheimportantroleofdifferentialtreatmentinhotelemployeemotivation,andexploringthemediatingeffectofpsychologicalcapitalandleadermemberexchangeinthisprocess.Theresearchresultsindicatethatdifferentialtreatmenthasasignificantimpactonemployeeengagement,andpsychologicalcapitalandleadershipmemberexchangeplayimportantrolesinthisprocess.具體而言，差別對待對員工心理資本有著積極的影響。當員工感受到來自組織的差別對待時，他們的自信、希望、樂觀和韌性等心理資本會得到提升。這種提升不僅有助于員工更好地應對工作中的挑戰和壓力，還能激發他們的工作熱情和積極性。Specifically,differentialtreatmenthasapositiveimpactonemployeepsychologicalcapital.Whenemployeesfeelthedifferentialtreatmentfromtheorganization,theirpsychologicalcapitalsuchasconfidence,hope,optimism,andresiliencewillbeenhanced.Thiskindofimprovementnotonlyhelpsemployeesbettercopewithchallengesandpressureintheirwork,butalsostimulatestheirworkenthusiasmandenthusiasm.領導成員交換在差別對待與員工敬業度之間起到了中介作用。當員工感受到來自領導的關心和支持時，他們會更愿意為組織付出努力，表現出更高的敬業度。這種交換關系的建立和維護，需要領導在日常工作中與員工進行積極的互動和溝通，了解員工的需求和期望，為員工提供必要的支持和幫助。Leadermemberexchangeplaysamediatingrolebetweendifferentialtreatmentandemployeeengagement.Whenemployeesfeelthecareandsupportfromtheirleaders,theyaremorewillingtomakeeffortsfor