仁慈领导对员工亲环境行为的影响:上下属关系与权力距离的作用
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摘要
旨在基于社会交换理论考察仁慈领导是否能够促进工作场所中的员工亲环境行为,以及上下属关系和员工权力距离导向在该影响过程中的作用机制。采用"领导-员工对偶"问卷调查法,通过对244名企业员工及其直接上司的调查,结果发现:仁慈领导对员工亲环境行为具有显著的正向预测作用;上下属关系在仁慈领导与亲环境行为之间起完全中介作用;员工权力距离导向对仁慈领导与上下属关系之间的关系存在显著的调节效应;具体而言,当下属权力距离感较弱时,仁慈领导对上下属关系的激发作用越强,反之亦然。
Drawing on 244 dyads of employees and their immediate supervisors, the study attemptes to probe the mechanism of the impact of the benevolent leadership on employees' workplace pro-environmental behavior, especially to explore the mediating role of the supervisor-subordinate guanxi and the moderating role of the employees' power distance in Chinese organizational context. The results indicate that benevolent leadership shows a positive effect on workplace pro-environmental behavior; Supervisor-subordinate guanxi plays a full mediating role between benevolent leadership and employees' workplace pro-environmental behavior; Power distance moderates the relationship between benevolent leadership and supervisor-subordinate guanxi. Specifically, benevolent leadership is more positively related to supervisor-subordinate guanxi when the subordinate's sense of power distance is weak, and vice versa.
Drawing on 244 dyads of employees and their immediate supervisors, the study attemptes to probe the mechanism of the impact of the benevolent leadership on employees' workplace pro-environmental behavior, especially to explore the mediating role of the supervisor-subordinate guanxi and the moderating role of the employees' power distance in Chinese organizational context. The results indicate that benevolent leadership shows a positive effect on workplace pro-environmental behavior; Supervisor-subordinate guanxi plays a full mediating role between benevolent leadership and employees' workplace pro-environmental behavior; Power distance moderates the relationship between benevolent leadership and supervisor-subordinate guanxi. Specifically, benevolent leadership is more positively related to supervisor-subordinate guanxi when the subordinate's sense of power distance is weak, and vice versa.
引文
蔡松纯,郑伯埙,周丽芳,姜定宇,郑弘岳.(2009).领导者上下关系认定与部属利社会行为:权力距离之调节效果.中华心理学刊,51(1),121-138.
樊景立,郑伯埙.(2000).华人组织的家长式领导:一项文化观点的分析.本土心理学研究,(13),127-180.
侯杰泰,温忠麟,成子娟.(2004).结构方程模型及其应用.北京:教育科学出版社.
温忠麟,侯杰泰,马什赫伯特.(2004).结构方程模型检验:拟合指数与卡方准则.心理学报,36(2),186-194.
曾垂凯.(2011).家长式领导与部属职涯高原:领导-成员关系的中介作用.管理世界,(5),109-119.
郑伯埙.(1995).差序格局与华人组织行为.本土心理学研究,(3),142-219.
郑伯埙,周丽芳,黄敏萍,樊景立,彭泗清.(2003).家长式领导的三元模式:中国大陆企业组织的证据.本土心理学研究,20,209-252.
Aiken,L.S.,&West,S.G.(1991).Multiple regression:Testing and interpreting interactions.Newbury Park,CA:SAGE.
Baron,R.M.,&Kenny,D.A(1986).The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations.Journal of Personality and Social Psychology,51(6),1173-1182,doi:10.1037/0022-3514.51.6.1173.
Bissing-Olson,M.J.,Iyer,A.,Fielding,K.S.,&Zacher,H(2013).Relationships between daily affect and pro-environmental behavior at work:The moderating role of pro-environmental attitude.Journal of Organizational Behavior,34(2),156-175,doi:10.1002/job.1788.
Boiral,O.,&Paillé,P(2012).Organizational citizenship behaviour for the environment:Measurement and validation.Journal of Business Ethics,109(4),431-445,doi:10.1007/s10551-011-1138-9.
Chan,S.C.H.,&Mak,W.M(2012).Benevolent leadership and follower performance:The mediating role of leader-member exchange(LMX).Asia Pacific Journal of Management,29(2),285-301,doi:10.1007/s10490-011-9275-3.
Chen,X.P.,&Chen,C.C(2004).On the intricacies of the Chinese guanxi:A process model of guanxi development.Asia Pacific Journal of Management,21(3),305-324,doi:10.1023/B:APJM.0000036465.19102.d5.
Cheng,B.S.,Chou,L.F.,Huang,M.P.,Farh,J.L.,&Peng,S.Q(2003).Atriad model of paternalistic leadership:Evidence from business organizations in Mainland China.Indigenous Psychological Research in Chinese Societies,20,209-252.
Clugston,M.,Howell,J.P.,&Dorfman,P.W(2000).Does cultural socialization predict multiple bases and foci of commitment?Journal of Management,26(1),5-30,doi:10.1177/014920630002600106.
Dorfman,P.W.,&Howell,J.P(1988).Dimensions of national culture and effective leadership patterns:Hofstede revisited.Advances in International Comparative Management,3,127-150.
Farh,J.L.,Hackett,R.D.,&Liang,J(2007).Individual-level cultural values as moderators of perceived organizational support--employee outcome relationships in China:Comparing the effects of power distance and traditionality.Academy of Management Journal,50(3),715-729,doi:10.5465/amj.2007.25530866.
Farh,J.L.,Liang,J.,Chou,L.F.,&Cheng,B.S.(2008).Paternalistic leadership organizations:Research progress and future research directions.In C.C.Chen&Y.T.Lee(Eds.),Leadership and management in China:Philosophies,theories,and practices(pp.171-205).Cambridge,UK:Cambridge University Press.
Farh,J.L.,Tsui,A.S.,Xin,K.,&Cheng,B.S(1998).The influence of relational demography and guanxi:The Chinese case.Organization Science,9(4),471-488,doi:10.1287/orsc.9.4.471.
Graves,L.M.,Sarkis,J.,&Zhu,Q.H(2013).How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China.Journal of Environmental Psychology,35,81-91,doi:10.1016/j.jenvp.2013.05.002.
Hofstede,G.(1991).Organizations and cultures:Software of the mind.New York:McGrawHill.
Hui,C.,Lee,C.,&Rousseau,D.M(2004).Employment relationships in China:Do workers relate to the organization or to people?Organization Science,15(2),232-240,doi:10.1287/orsc.1030.0050.
Kirkman,B.L.,Chen,G.,Farh,J.L.,Chen,Z.X.,&Lowe,K.B(2009).Individual power distance orientation and follower reactions to transformational leaders:A cross-level,cross-cultural examination.Academy of Management Journal,52(4),744-764,doi:10.5465/amj.2009.43669971.
Lamm,E.,Tosti-Kharas,J.,&King,C.E(2015).Empowering employee sustainability:Perceived organizational support toward the environment.Journal of Business Ethics,128(1),207-220,doi:10.1007/s10551-014-2093-z.
Law,K.S.,Wong,C.S.,Wang,D.X.,&Wang,L.H(2000).Effect of supervisor-subordinate guanxi on supervisory decisions in China:An empirical investigation.The International Journal of Human Resource Management,11(4),751-765,doi:10.1080/09585190050075105.
Paillé,P.,&Mejía-Morelos,J.H(2014).Antecedents of pro-environmental behaviours at work:The moderating influence of psychological contract breach.Journal of Environmental Psychology,38,124-131,doi:10.1016/j.jenvp.2014.01.004.
Preacher,K.J.,&Hayes,A.F(2008).Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models.Behavior Research Methods,40(3),879-891,doi:10.3758/BRM.40.3.879.
Robertson,J.L.,&Barling,J(2013).Greening organizations through leaders'influence on employees'pro-environmental behaviors.Journal of Organizational Behavior,34(2),176-194,doi:10.1002/job.1820.
樊景立,郑伯埙.(2000).华人组织的家长式领导:一项文化观点的分析.本土心理学研究,(13),127-180.
侯杰泰,温忠麟,成子娟.(2004).结构方程模型及其应用.北京:教育科学出版社.
温忠麟,侯杰泰,马什赫伯特.(2004).结构方程模型检验:拟合指数与卡方准则.心理学报,36(2),186-194.
曾垂凯.(2011).家长式领导与部属职涯高原:领导-成员关系的中介作用.管理世界,(5),109-119.
郑伯埙.(1995).差序格局与华人组织行为.本土心理学研究,(3),142-219.
郑伯埙,周丽芳,黄敏萍,樊景立,彭泗清.(2003).家长式领导的三元模式:中国大陆企业组织的证据.本土心理学研究,20,209-252.
Aiken,L.S.,&West,S.G.(1991).Multiple regression:Testing and interpreting interactions.Newbury Park,CA:SAGE.
Baron,R.M.,&Kenny,D.A(1986).The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations.Journal of Personality and Social Psychology,51(6),1173-1182,doi:10.1037/0022-3514.51.6.1173.
Bissing-Olson,M.J.,Iyer,A.,Fielding,K.S.,&Zacher,H(2013).Relationships between daily affect and pro-environmental behavior at work:The moderating role of pro-environmental attitude.Journal of Organizational Behavior,34(2),156-175,doi:10.1002/job.1788.
Boiral,O.,&Paillé,P(2012).Organizational citizenship behaviour for the environment:Measurement and validation.Journal of Business Ethics,109(4),431-445,doi:10.1007/s10551-011-1138-9.
Chan,S.C.H.,&Mak,W.M(2012).Benevolent leadership and follower performance:The mediating role of leader-member exchange(LMX).Asia Pacific Journal of Management,29(2),285-301,doi:10.1007/s10490-011-9275-3.
Chen,X.P.,&Chen,C.C(2004).On the intricacies of the Chinese guanxi:A process model of guanxi development.Asia Pacific Journal of Management,21(3),305-324,doi:10.1023/B:APJM.0000036465.19102.d5.
Cheng,B.S.,Chou,L.F.,Huang,M.P.,Farh,J.L.,&Peng,S.Q(2003).Atriad model of paternalistic leadership:Evidence from business organizations in Mainland China.Indigenous Psychological Research in Chinese Societies,20,209-252.
Clugston,M.,Howell,J.P.,&Dorfman,P.W(2000).Does cultural socialization predict multiple bases and foci of commitment?Journal of Management,26(1),5-30,doi:10.1177/014920630002600106.
Dorfman,P.W.,&Howell,J.P(1988).Dimensions of national culture and effective leadership patterns:Hofstede revisited.Advances in International Comparative Management,3,127-150.
Farh,J.L.,Hackett,R.D.,&Liang,J(2007).Individual-level cultural values as moderators of perceived organizational support--employee outcome relationships in China:Comparing the effects of power distance and traditionality.Academy of Management Journal,50(3),715-729,doi:10.5465/amj.2007.25530866.
Farh,J.L.,Liang,J.,Chou,L.F.,&Cheng,B.S.(2008).Paternalistic leadership organizations:Research progress and future research directions.In C.C.Chen&Y.T.Lee(Eds.),Leadership and management in China:Philosophies,theories,and practices(pp.171-205).Cambridge,UK:Cambridge University Press.
Farh,J.L.,Tsui,A.S.,Xin,K.,&Cheng,B.S(1998).The influence of relational demography and guanxi:The Chinese case.Organization Science,9(4),471-488,doi:10.1287/orsc.9.4.471.
Graves,L.M.,Sarkis,J.,&Zhu,Q.H(2013).How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China.Journal of Environmental Psychology,35,81-91,doi:10.1016/j.jenvp.2013.05.002.
Hofstede,G.(1991).Organizations and cultures:Software of the mind.New York:McGrawHill.
Hui,C.,Lee,C.,&Rousseau,D.M(2004).Employment relationships in China:Do workers relate to the organization or to people?Organization Science,15(2),232-240,doi:10.1287/orsc.1030.0050.
Kirkman,B.L.,Chen,G.,Farh,J.L.,Chen,Z.X.,&Lowe,K.B(2009).Individual power distance orientation and follower reactions to transformational leaders:A cross-level,cross-cultural examination.Academy of Management Journal,52(4),744-764,doi:10.5465/amj.2009.43669971.
Lamm,E.,Tosti-Kharas,J.,&King,C.E(2015).Empowering employee sustainability:Perceived organizational support toward the environment.Journal of Business Ethics,128(1),207-220,doi:10.1007/s10551-014-2093-z.
Law,K.S.,Wong,C.S.,Wang,D.X.,&Wang,L.H(2000).Effect of supervisor-subordinate guanxi on supervisory decisions in China:An empirical investigation.The International Journal of Human Resource Management,11(4),751-765,doi:10.1080/09585190050075105.
Paillé,P.,&Mejía-Morelos,J.H(2014).Antecedents of pro-environmental behaviours at work:The moderating influence of psychological contract breach.Journal of Environmental Psychology,38,124-131,doi:10.1016/j.jenvp.2014.01.004.
Preacher,K.J.,&Hayes,A.F(2008).Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models.Behavior Research Methods,40(3),879-891,doi:10.3758/BRM.40.3.879.
Robertson,J.L.,&Barling,J(2013).Greening organizations through leaders'influence on employees'pro-environmental behaviors.Journal of Organizational Behavior,34(2),176-194,doi:10.1002/job.1820.