本文采用问卷调查法，对来自服务业和制造业的4家公司749名员工的数据进行了分析，考察参与型领导行为对于员工工作绩效的作用以及领导-部属交换对此关系的中介作用和下属权力距离的调节作用。多元线性回归模型的结果显示：（1）参与型领导行为与员工的工作绩效正向相关；（2）领导-部属交换部分中介了参与型领导与员工工作绩效的正向关系；（3）下属权力距离调节了参与型领导行为对员工工作绩效的影响。具体而言，下属越偏好低权力距离，参与型领导行为与员工工作绩效的正向关系越强，反之越弱；（4）下属权力距离调节了参与型领导对领导-部属交换的影响。具体而言，下属越偏好低权力距离，参与型领导行为与领导-部属交换的正向关系越强，反之越弱。文章最后指出了未来研究方向。

In this article, data from 749 employees in manufacture and services were used to analyze the relationship between participative leadership behavior and job performance and mediating role of leader-member exchange (LMX) as well as moderating role of power distance. Results from linear regression model showed that: (1) participative leadership positively correlated with job performance; (2) Leader-member exchange (LMX) partially mediated the positive relationship between participative leadership and job performance; (3) power distance moderated the relationship between participative leadership and job performance. Specifically, the lower the subordinate power distance orientation, the stronger the positive relationship between participative leadership and employee performance, whereas the weaker; (4) power distance moderated the relationship between participative leadership and LMX. Specifically, the lower the subordinate power distance orientation, the stronger the positive relationship between participative leadership and LMX, whereas the weaker. Further research directions were suggested.