基于问卷调查,运用因素分析、相关分析和层次回归分析法,分析了资源型企业员工的内隐领导认知差异对领导效能的影响,以及员工追随力对两者的调节作用。研究发现,内隐领导认知差异中的目标有效性、个人品德和人际关系维度对领导效能有显著的负向影响,才能多样性的认知差异对领导效能影响不显著,而员工追随力对内隐领导认知差异与领导效能之间的关系起到正向调节作用。 Based on the questionnaire, using the factor analysis, correlation analysis and hierarchical regression analysis, this paper analyzes the impact of implicit leadership awareness difference on leadership effectiveness of resource-based employees and the regulation effect of employee follow-up power on them. The study found that the target validity, personal morality and interpersonal relationship in the perceived leadership difference have a significant negative effect on the leadership performance, the diversity of the cognitive differences have no significant effect on the leadership effectiveness, while the employee follow-up power The relationship between perceived leadership difference and leadership effectiveness play a positive role in regulating.