Based on social resources theory, the paper builds the relationship model of leader-member exchange, supervi-sor-subordinate guanxi, employee’s personal power, supervisor’s personal power and employee career development poten-tial. The model is empirically tested on the basis of the study on 235 employees and their supervisors of a larger enterprise group in Guangdong Province. The results show that both leader-member exchange and supervisor-subordinate guanxi have a significant positive impact on employee career development potential, among which supervisor-subordinate guanxi is more significant. Both leader-member exchange and supervisor-subordinate guanxi have a significant positive impact on employ-ee’ s personal power, among which supervisor-subordinate guanxi is more significant. The personal power has a significant positive impact on employee career development potential. The employee’ s personal power plays a complete intermediary role in the relations of both leader-member exchange and employee career development potential and supervisor-subordi-nate guanxi and employee career development potential. The greater the supervisor’ s personal power, the more strong the positive relations of leader-member exchange and supervisor-subordinate guanxi on employee’s personal power.%文章以社会资源理论为基础，构建了领导员工交换、领导员工关系、员工个人权力、领导个人权力和员工职业发展之间的关系模型，并以广东省一家大型企业集团中的235名员工及其主管为研究对象对该模型进行了实证检验。研究结果表明：领导员工交换和领导员工关系对员工职业发展都具有显著的正向影响，其中领导员工关系对员工职业发展的影响更为显著；领导员工交换和领导员工关系对员工个人权力都具有显著的正向影响，其中领导员工关系对员工个人权力的正向影响更为显著；个人权力对员工的职业发展有显著的正向作用；员工个人权力在领导员工交换与员工职业发展之间以及领导员工关系与员工职业发展之间起着完全中介的作用；领导的个人权力越大，领导员工交换和领导员工关系对员工个人权力的正向关系就越强。
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