在全球文化渗透的背景下，权力距离观念越来越受到组织心理学家的关 注。本研究从领导的角度探索其感知的工作关系和冲突如何受到下属权力距 离倾向的影响以及此机制的调节因素，并提出假设：（1）下属权力距离倾向 与领导感知工作冲突正相关，且这种相关被领导-成员交换中介；（2）领导的 权力距离倾向负向调节下属权力距离倾向与二者间领导-成员交换的相关。本 研究在 Credamo 平台上招募企业领导被试，最终 210 份数据纳入分析。结果 支持了有调节的中介模型。

本研究推动未来研究探讨高权力群体（领导）的 心理过程和调节机制，并为权力的社会距离理论提供证据；在实践上，本研 究还为改善领导-下属关系的措施提供新思路。

Against global intercultural permeation, power distance orientation (PDO), as a crucial culture-related value of personal belief on power distribution is stressed by organizational psychologists. Our study discussed how and when leaders' perception of relational quality and conflict was influenced by subordinates' PDO, which has been long neglected. We hypothesized that subordinates' PDO positively associated with leaders' perceived conflict with them, which is mediated by leader-member exchange (LMX) perception. Also, the relationship between subordinates' PDO and LMX is negatively moderated by leaders' PDO. To test our hypotheses, we recruited 238 corporate managers from Credamo and included 210 responses in the hypothesis testing after data clean. Statistical results supported our moderated mediation model. Our research is a vanguard to future leader research on the psychological processes of this power-advantaged group and is theoretically conductive to understanding the social distance theory of power. Also, we contribute to new angles of organizational measures to improve leader-subordinate interactions.