德之大者能成为有效的管理者吗?个人品德对精神型领导的影响:一个有中介的调节模型
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摘要
基于精神型领导理论和情景力量理论探讨个人品德对精神型领导的影响及其作用机制,以大型国有企业管理者为研究对象进行数据收集。结果显示:个人品德与精神型领导显著正相关;领导-成员交换在个人品德与精神型领导之间起中介作用;权力距离调节了个人品德对领导成员-交换的影响,并弱化了个人品德通过领导-成员交换对精神型领导的间接影响。
Spiritual leadership is an emerging area of organizational research.Scholars have started to pay attention to the associations between the spiritual leadership and a variety of organizational outcomes.Fruitful results have been achieved,such as,many studies pay attention to the effect of spiritual leadership on the attitude of employees.The existing research has the following characteristics:firstly,there are many studies and practices that have verified the effectiveness of spiritual leadership causal model in the workplace and in the context of Western individualism culture as well,few studies have explored antecedent factors of the leadership style,especially in the context of eastern collectivism culture.Therefore,many scholars called for developing antecedent models of spiritual leadership in the context of eastern collectivism culture.To address this issue,this study is intended to investigate the effects of leaders' character and moral on spiritual leadership,and its mediating mechanism and boundary condition.It mainly uses the research method of the questionnaire survey.Examinees are selected randomly from the large state-owned enterprises and institutions of Guangzhou and other cities.Based on 365 dyads of supervisors,we get three conclusions by using a series of regression analysis:(1) Supervisors' character and moral are positively related to spiritual leadership;(2) Such relationship is mediated by quality of LMX;(3) Supervisors' power distance moderates the relationship between character and spiritual leadership and the mediator effect of LMX as well,such that this relationship is significant when power distance is low.Our findings offer several important theoretical and practical implications.First,our research extends previous studies on the antecedents of spiritual leadership by examining the relationship between character,moral and spiritual leadership,addressing the call "to develop richer antecedent models of spiritual leadership theory".Second,through exploring the mediating role of LMX,this study advances our understanding regarding the underlying mechanism that transmits the predictive effects of character and moral to the spiritual leadership.Third,we further test the moderating effect of power distance,which reveals unique boundary conditions for character and moral to influence LMX.This can contribute to our knowledge about when individual characters may evoke leadership style.Beyond the theoretical implications highlighted above,there are a number of practical strategies that employees and organizations can use to evoke spiritual leadership.On one hand,competence quality of supervisors about character,moral and interpersonal relationship is encouraged to be used as standards for assessing cadres in daily routines.On the other hand,organizations can renew supervisors' ideology,eliminate the notion of being promoted according to status,build the notion of equality of status of supervisors and subordinates to fit today' radically changed environment,and create organizational culture of emphasizing on personal moral.Finally,limitations and directions for future research are discussed.
Spiritual leadership is an emerging area of organizational research.Scholars have started to pay attention to the associations between the spiritual leadership and a variety of organizational outcomes.Fruitful results have been achieved,such as,many studies pay attention to the effect of spiritual leadership on the attitude of employees.The existing research has the following characteristics:firstly,there are many studies and practices that have verified the effectiveness of spiritual leadership causal model in the workplace and in the context of Western individualism culture as well,few studies have explored antecedent factors of the leadership style,especially in the context of eastern collectivism culture.Therefore,many scholars called for developing antecedent models of spiritual leadership in the context of eastern collectivism culture.To address this issue,this study is intended to investigate the effects of leaders' character and moral on spiritual leadership,and its mediating mechanism and boundary condition.It mainly uses the research method of the questionnaire survey.Examinees are selected randomly from the large state-owned enterprises and institutions of Guangzhou and other cities.Based on 365 dyads of supervisors,we get three conclusions by using a series of regression analysis:(1) Supervisors' character and moral are positively related to spiritual leadership;(2) Such relationship is mediated by quality of LMX;(3) Supervisors' power distance moderates the relationship between character and spiritual leadership and the mediator effect of LMX as well,such that this relationship is significant when power distance is low.Our findings offer several important theoretical and practical implications.First,our research extends previous studies on the antecedents of spiritual leadership by examining the relationship between character,moral and spiritual leadership,addressing the call "to develop richer antecedent models of spiritual leadership theory".Second,through exploring the mediating role of LMX,this study advances our understanding regarding the underlying mechanism that transmits the predictive effects of character and moral to the spiritual leadership.Third,we further test the moderating effect of power distance,which reveals unique boundary conditions for character and moral to influence LMX.This can contribute to our knowledge about when individual characters may evoke leadership style.Beyond the theoretical implications highlighted above,there are a number of practical strategies that employees and organizations can use to evoke spiritual leadership.On one hand,competence quality of supervisors about character,moral and interpersonal relationship is encouraged to be used as standards for assessing cadres in daily routines.On the other hand,organizations can renew supervisors' ideology,eliminate the notion of being promoted according to status,build the notion of equality of status of supervisors and subordinates to fit today' radically changed environment,and create organizational culture of emphasizing on personal moral.Finally,limitations and directions for future research are discussed.
引文
曹仰锋.(2011).高层管理团队领导行为对团队绩效的影响机制:案例研究.管理学报,8(4),504-516.
陈伍洋,叶茂林,陈宇帅,彭坚.(2017).下属越轨创新对主管阻抑的影响-地位威胁感和权威主义取向的作用.心理科学,40(3),670-677.
黄亮,彭璧玉.(2015).工作幸福感对员工创新绩效的影响机制--一个多层次被调节的中介模型.南开管理评论,18(2),15-29.
凌文辁,陈龙,王登.(1987).CPM领导行为评价量表的建构.心理学报,19(2),199-207.
陆欣欣,孙嘉卿.(2016).领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用.心理学报,48(5),566-577.
唐铮,张华,赵娟娟,王明辉.(2014).精神型领导问卷的修订及信效度检验.心理研究,7(2),68-75.
Anand,S.,Vidyarthi,P.,&Rolnicki,S.(2018).Leader-member exchange and organizational citizenship behaviors:Contextual effects of leader power distance and group task interdependence.The Leadership Quarterly,29(4),489-500.
Benefiel,M.,Fry,L.W.,&Geigle,D.(2014).Spirituality and religion in the workplace:History,theory,and research.Psychology of Religion and Spirituality,6(3),175-187.
Brown,M.E.,&Trevi?o,L.K.(2006).Ethical leadership:A review and future directions.The Leadership Quarterly,17(6),595-616.
Chen,C.Y.,&Yang,C.F.(2012).The impact of spiritual leadership on organizational citizenship behavior:A multi-sample analysis.Journal of Business Ethics,105(1),107-114.
Chen,C.Y.,Yang,C.Y.,&Li,C.I.(2012).Spiritual leadership,follower mediators,and organizational outcomes:Evidence from three industries across two major Chinese societies.Journal of Applied Social Psychology,42(4),890-938.
Daniels,M.A.,&Greguras,G.J.(2014).Exploring the nature of power distance.Journal of Management,40(5),1202-1229.
Dorfman,P.W.,&Howell,J.P.(1988).Dimensions of national culture and effective leadership patterns:Hofstede revisited.In R.N.Farmer&E.G.Goun(Eds.),Advances in international comparative management(pp.127-150).Greenwich:JAI.
Dulebohn,J.H.,Bommer,W.H.,Liden,R.C.,Brouer,R.L.,Ferris,G.R.,Dulebohn,J.H.,et al.(2012).A meta-analysis of antecedents and consequences of leader-member exchange:Integrating the past with an eye toward the future.Journal of Management,38(6),1715-1759.
Edwards,J.R.,&Lambert,L.S.(2007).Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis.Psychological Methods,12(1),1-22.
Fry,L.W.(2003).Toward a theory of spiritual leadership.The Leadership Quarterly,14(6),693-727.
Fry,L.W.(2005).Toward a theory of ethical and spiritual well-being,and corporate social responsibility through spiritual leadership.In R.A.Giacalone,C.L.Jurkiewicz,&C.Dunn(Eds.),Positive psychology in business ethics and corporate responsibility(pp.47-83).Greenwich,Conn:Information Age Publishing Inc..
Fry,L.W.,Latham,J.R.,Clinebell,S.K.,&Krahnke,K.(2017).Spiritual leadership as a model for performance excellence:A study of Baldrige award recipients.Journal of Management,Spirituality and Religion,14(1),22-47.
Graen,G.B.,&Uhl-Bien,M.(1995).Relationship-based approach to leadership:Development of leader-member exchange(LMX)theory of leadership over25 years:Applying a multi-level multi-domain perspective.The Leadership Quarterly,6(2),219-247.
Grand,J.A.(2017).Brain drain?An examination of stereotype threat effects during training on knowledge acquisition and organizational effectiveness.Journal of Applied Psychology,102(2),115-150.
Gu,Q.X.,Tang,T.L.P.,&Jiang,W.(2015).Does moral leadership enhance employee creativity?Employee identification with leader and leader-member exchange(LMX)in the Chinese context.Journal of Business Ethics,126(3),513-529.
Hirsch,J.K.,Nsamenang,S.A.,Chang,E.C.,&Kaslow,N.J.(2014).Spiritual well-being and depressive symptoms in female African American suicide attempters:Mediating effects of optimism and pessimism.Psychology of Religion and Spirituality,6(4),276-283.
Jha,S.,&Jha,S.(2013).Leader-member exchange:A critique of theory&practice.Journal of Management and Public Policy,4(2),42-54.
Keltner,D.,Gruenfeld,D.H.,&Anderson,C.(2003).Power,approach,and inhibition.Psychological Review,110(2),265-284.
Korac-Kakabadse,N.,Kouzmin,A.,&Kakabadse,A.(2002).Spirituality and leadership praxis.Journal of Managerial Psychology,17(3),165-182.
Mahsud,R.,Yukl,G.,&Prussia,G.(2010).Leader empathy,ethical leadership,and relations-oriented behaviors as antecedents of leader-member exchange quality.Journal of Managerial Psychology,25(6),561-577.
Markus,H.R.,&Kitayama,S.(1991).Culture and the self:Implications for cognition,emotion,and motivation.Psychological Review,98(2),224-253.
Myran,G.,Myran,S.,&Galant,R.(2004).The spiritual dimension of leadership:How leaders ignite the spirit of the community college.Community College Journal,74(4),10-13.
Naidoo,M.(2014).The potential of spiritual leadership in workplace spirituality.KOERS-Bulletin for Christian Scholarship,79(2),1-8.
Nicolae,M.,Ion,I.,&Nicolae,E.(2013).The research agenda of spiritual leadership:Where do we stand?Review of International Comparative Management,14(4),551-566.
Novikov,V.(2017).Spiritual leadership within an army acquisition program management context.Journal of Leadership,Accountability and Ethics,14(2),81-94.
Petchsawang,P.,&Duchon,D.(2012).Workplace spirituality,meditation,and work performance.Journal of Management,Spirituality and Religion,9(2),198-208.
Reave,L.(2005).Spiritual values and practices related to leadership effectiveness.The Leadership Quarterly,16(5),655-687.
Smith,P.B.,Wasti,S.A.,Grigoryan,L.,Achoui,M.,Bedford,O.,Budhwar,P.et al.(2014).Are guanxi-type supervisor-subordinate relationships culturegeneral?An eight-nation test of measurement invariance.Journal of CrossCultural Psychology,45(6),921-938.
Sue-Chan,C.,Au,A.K.,&Hackett,R.D.(2012).Trust as a mediator of the relationship between leader/member behavior and leader-member-exchange quality.Journal of World Business,47(3),459-468.
Wahid,N.K.A.,&Mustamil,N.M.(2017).Ways to maximize the triple bottom line of the telecommunication industry in Malaysia:The potentials of spiritual well-being through spiritual leadership.Journal of Organizational Change Management,30(2),263-280.
Walumbwa,F.O.,Mayer,D.M.,Wang,P.,Wang,H.,Workman,K.,&Christensen,A.L.(2011).Linking ethical leadership to employee performance:The roles of leader-member exchange,self-efficacy,and organizational identification.Organizational Behavior and Human Decision Processes,115(2),204-213.
陈伍洋,叶茂林,陈宇帅,彭坚.(2017).下属越轨创新对主管阻抑的影响-地位威胁感和权威主义取向的作用.心理科学,40(3),670-677.
黄亮,彭璧玉.(2015).工作幸福感对员工创新绩效的影响机制--一个多层次被调节的中介模型.南开管理评论,18(2),15-29.
凌文辁,陈龙,王登.(1987).CPM领导行为评价量表的建构.心理学报,19(2),199-207.
陆欣欣,孙嘉卿.(2016).领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用.心理学报,48(5),566-577.
唐铮,张华,赵娟娟,王明辉.(2014).精神型领导问卷的修订及信效度检验.心理研究,7(2),68-75.
Anand,S.,Vidyarthi,P.,&Rolnicki,S.(2018).Leader-member exchange and organizational citizenship behaviors:Contextual effects of leader power distance and group task interdependence.The Leadership Quarterly,29(4),489-500.
Benefiel,M.,Fry,L.W.,&Geigle,D.(2014).Spirituality and religion in the workplace:History,theory,and research.Psychology of Religion and Spirituality,6(3),175-187.
Brown,M.E.,&Trevi?o,L.K.(2006).Ethical leadership:A review and future directions.The Leadership Quarterly,17(6),595-616.
Chen,C.Y.,&Yang,C.F.(2012).The impact of spiritual leadership on organizational citizenship behavior:A multi-sample analysis.Journal of Business Ethics,105(1),107-114.
Chen,C.Y.,Yang,C.Y.,&Li,C.I.(2012).Spiritual leadership,follower mediators,and organizational outcomes:Evidence from three industries across two major Chinese societies.Journal of Applied Social Psychology,42(4),890-938.
Daniels,M.A.,&Greguras,G.J.(2014).Exploring the nature of power distance.Journal of Management,40(5),1202-1229.
Dorfman,P.W.,&Howell,J.P.(1988).Dimensions of national culture and effective leadership patterns:Hofstede revisited.In R.N.Farmer&E.G.Goun(Eds.),Advances in international comparative management(pp.127-150).Greenwich:JAI.
Dulebohn,J.H.,Bommer,W.H.,Liden,R.C.,Brouer,R.L.,Ferris,G.R.,Dulebohn,J.H.,et al.(2012).A meta-analysis of antecedents and consequences of leader-member exchange:Integrating the past with an eye toward the future.Journal of Management,38(6),1715-1759.
Edwards,J.R.,&Lambert,L.S.(2007).Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis.Psychological Methods,12(1),1-22.
Fry,L.W.(2003).Toward a theory of spiritual leadership.The Leadership Quarterly,14(6),693-727.
Fry,L.W.(2005).Toward a theory of ethical and spiritual well-being,and corporate social responsibility through spiritual leadership.In R.A.Giacalone,C.L.Jurkiewicz,&C.Dunn(Eds.),Positive psychology in business ethics and corporate responsibility(pp.47-83).Greenwich,Conn:Information Age Publishing Inc..
Fry,L.W.,Latham,J.R.,Clinebell,S.K.,&Krahnke,K.(2017).Spiritual leadership as a model for performance excellence:A study of Baldrige award recipients.Journal of Management,Spirituality and Religion,14(1),22-47.
Graen,G.B.,&Uhl-Bien,M.(1995).Relationship-based approach to leadership:Development of leader-member exchange(LMX)theory of leadership over25 years:Applying a multi-level multi-domain perspective.The Leadership Quarterly,6(2),219-247.
Grand,J.A.(2017).Brain drain?An examination of stereotype threat effects during training on knowledge acquisition and organizational effectiveness.Journal of Applied Psychology,102(2),115-150.
Gu,Q.X.,Tang,T.L.P.,&Jiang,W.(2015).Does moral leadership enhance employee creativity?Employee identification with leader and leader-member exchange(LMX)in the Chinese context.Journal of Business Ethics,126(3),513-529.
Hirsch,J.K.,Nsamenang,S.A.,Chang,E.C.,&Kaslow,N.J.(2014).Spiritual well-being and depressive symptoms in female African American suicide attempters:Mediating effects of optimism and pessimism.Psychology of Religion and Spirituality,6(4),276-283.
Jha,S.,&Jha,S.(2013).Leader-member exchange:A critique of theory&practice.Journal of Management and Public Policy,4(2),42-54.
Keltner,D.,Gruenfeld,D.H.,&Anderson,C.(2003).Power,approach,and inhibition.Psychological Review,110(2),265-284.
Korac-Kakabadse,N.,Kouzmin,A.,&Kakabadse,A.(2002).Spirituality and leadership praxis.Journal of Managerial Psychology,17(3),165-182.
Mahsud,R.,Yukl,G.,&Prussia,G.(2010).Leader empathy,ethical leadership,and relations-oriented behaviors as antecedents of leader-member exchange quality.Journal of Managerial Psychology,25(6),561-577.
Markus,H.R.,&Kitayama,S.(1991).Culture and the self:Implications for cognition,emotion,and motivation.Psychological Review,98(2),224-253.
Myran,G.,Myran,S.,&Galant,R.(2004).The spiritual dimension of leadership:How leaders ignite the spirit of the community college.Community College Journal,74(4),10-13.
Naidoo,M.(2014).The potential of spiritual leadership in workplace spirituality.KOERS-Bulletin for Christian Scholarship,79(2),1-8.
Nicolae,M.,Ion,I.,&Nicolae,E.(2013).The research agenda of spiritual leadership:Where do we stand?Review of International Comparative Management,14(4),551-566.
Novikov,V.(2017).Spiritual leadership within an army acquisition program management context.Journal of Leadership,Accountability and Ethics,14(2),81-94.
Petchsawang,P.,&Duchon,D.(2012).Workplace spirituality,meditation,and work performance.Journal of Management,Spirituality and Religion,9(2),198-208.
Reave,L.(2005).Spiritual values and practices related to leadership effectiveness.The Leadership Quarterly,16(5),655-687.
Smith,P.B.,Wasti,S.A.,Grigoryan,L.,Achoui,M.,Bedford,O.,Budhwar,P.et al.(2014).Are guanxi-type supervisor-subordinate relationships culturegeneral?An eight-nation test of measurement invariance.Journal of CrossCultural Psychology,45(6),921-938.
Sue-Chan,C.,Au,A.K.,&Hackett,R.D.(2012).Trust as a mediator of the relationship between leader/member behavior and leader-member-exchange quality.Journal of World Business,47(3),459-468.
Wahid,N.K.A.,&Mustamil,N.M.(2017).Ways to maximize the triple bottom line of the telecommunication industry in Malaysia:The potentials of spiritual well-being through spiritual leadership.Journal of Organizational Change Management,30(2),263-280.
Walumbwa,F.O.,Mayer,D.M.,Wang,P.,Wang,H.,Workman,K.,&Christensen,A.L.(2011).Linking ethical leadership to employee performance:The roles of leader-member exchange,self-efficacy,and organizational identification.Organizational Behavior and Human Decision Processes,115(2),204-213.