威权式领导对强制性公民行为的影响研究——一个跨层调节模型
|
摘要
依据追随力理论和强制说服理论构建了威权式领导对强制性公民行为影响的理论模型,447份有效问卷的研究结果表明:(1)威权式领导是员工强制性公民行为的重要成因;(2)心理安全感部分中介威权式领导和强制性公民行为之间的关系;(3)中庸思维反向调节威权式领导和强制性公民行为之间的关系。最后,讨论了管理者可以通过减少威权式领导的方式,或者提高员工的心理安全感来降低员工的强制性公民行为,另外提升员工的中庸思维水平也是缓解威权式领导风格对员工强制性公民行为影响的有效途径。
Based on the theory of followers and the theory of compelling persuasion, this paper constructs a theoretical model of the influence of authoritarian leadership on compulsive citizenship behavior. The results of 447 valid questionnaires show that:(1) Authoritative leadership is the important cause of employees' mandatory citizenship behavior;(2) Psychological security partly mediates authoritarian leadership's effect on compulsory citizenship behavior;(3) Zhongyong-Thinking mitigates the association between authoritarian leadership and compulsory citizenship behavior. Finally,it discussed that managers can reduce employees' compulsory citizenship behavior by reducing leader's authoritarian leadership behavior or improving their psychological security. In addition, improving employees' Zhongyong-Thinking is also an effective way to alleviate the influence of authoritarian leadership style on employees' compulsory citizenship behavior.
Based on the theory of followers and the theory of compelling persuasion, this paper constructs a theoretical model of the influence of authoritarian leadership on compulsive citizenship behavior. The results of 447 valid questionnaires show that:(1) Authoritative leadership is the important cause of employees' mandatory citizenship behavior;(2) Psychological security partly mediates authoritarian leadership's effect on compulsory citizenship behavior;(3) Zhongyong-Thinking mitigates the association between authoritarian leadership and compulsory citizenship behavior. Finally,it discussed that managers can reduce employees' compulsory citizenship behavior by reducing leader's authoritarian leadership behavior or improving their psychological security. In addition, improving employees' Zhongyong-Thinking is also an effective way to alleviate the influence of authoritarian leadership style on employees' compulsory citizenship behavior.
引文
[1] Podsakoff P M,Mac Kenzie S B,Paine J B,Bachrach D G.Organizational Citizenship Behaviors:A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research[J].Journal of Management,2000,26(3):513-563.
[2] Vigoda-Gadot E.Compulsory Citizenship Behavior:Theorizing Some Dark Sides of the Good Soldier Syndrome in Organizations[J].Journal for the Theory of Social Behaviour,2006,36(1):77-93.
[3] Vigoda-Gadot E.Redrawing the Boundaries of OCB?An Empirical Examination of Compulsory Extra-role Behavior in the Workplace[J].Journal of Business & Psychology,2007,21(3):377-405.
[4] Ahmadian S,Sesen H,Soran S.Expanding the Boundaries of Compulsory Citizenship Behavior:Its Impact on Some Organizational Outputs[J].Business & Economic Horizons,2017,13.
[5] Nobuko,Makishi.Same Behavior,Different Consequences:Reactions to Men's and Women's Compulsory Citizenship Behaviors[J].Etd.ohiolink.edu,2012.
[6] Zellars K L,Tepper B J,Duffy M K.Abusive Supervision and Subordinates' Organizational Citizenship Behavior[J].Journal of Applied Psychology,2002,87(6):68-76.
[7] Tepper B J,Duffy M K,Hoobler J,et al.Moderators of the Relationships between Coworkers' Organizational Citizenship Behavior and Fellow Employees' Attitudes.[J].Journal of Applied Psychology,2004,89(3):455-465.
[8] Rioux S M,Penner L A.The Causes of Organizational Citizenship Behavior:A Motivational Analysis.[J].Journal of Applied Psychology,2001,86(6):1306.
[9] Farh J L,Cheng B S.A Cultural Analysis of Paternalistic Leadership in Chinese Organizations[M].2000.
[10] 郑伯埙,周丽芳,樊景立.家长式领导:三元模型的建构与测量[J].本土心理学研究,2000(14):3-64.
[11] 郑伯埙.家长式领导与部属效能:多层次分析观点[J].中华心理学刊,2010,52(1):1-23.
[12] 林姿葶.家长式领道:回顾与前瞻[J].本土心理学研究,2014.
[13] 吳宗祐,徐玮伶,郑伯壎.怒不可遏或忍气吞声:华人企业主管威权领道与部属愤怒反应[J].本土心理学研究,2002.
[14] Xi-Yuan L I,Cai Y.Authoritarian Leadership and Employee Time Theft:The Negative Impact of Job Embeddedness[J].Journal of Business Economics,2018.
[15] Duan J,Bao C,Huang C,et al.Authoritarian Leadership and Employee Silence in China[J].Journal of Management & Organization,2018,24:1-19.
[16] 王双龙,周海华.家长式领导对个人创新行为的影响机理研究[J].软科学,2013,27(12):53-57.
[17] 杨国亮,卫海英.家长式领导对企业互动导向及创新绩效的影响[J].软科学,2014,28(9):50-53
[18] Wang H,Guan B.The Positive Effect of Authoritarian Leadership on Employee Performance:The Moderating Role of Power Distance[J].Frontiers in Psychology,2018,9:357.
[19] Ashutosh S.Trivedi,Mayank Kumar Agnihotri,Suvijna Awasthi.Correlations among Abusive Leadership and Organization Citizenship Behavior in Sales Persons of Gwalior[J].E-Commerce for Future & Trends.2017,4(3):13-16.
[20] 赵红丹.员工强制性组织公民行为的多层次形成机制[J].心理科学进展,2014,22(8):1218-1225.
[21] 杨中芳,赵志裕.中庸实践思维初探[C].第四届华人心理与行为科际学术研讨会论文,1997.
[22] Uhl-Bien M,Riggio R E,Lowe K B,et al.Followership Theory:A Review and Research Agenda[J].The Leadership Quarterly,2014,25(1):83-104.
[23] Ofshe R,Singer M T.Attacks on Peripheral Versus Central Elements of Self and the Impact of Thought Reforming Techniques[J].Cultic Studies Journal,1986,3(1):3-24.
[24] 张永军,张鹏程,赵君.家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应[J].南开管理评论,2017,20(2):169-179.
[25] Smith C A,Organ D W,Near J P.Organizational Citizenship Behavior:Its Nature and Antecedents.[J].Journal of Applied Psychology,1983,68(4):653-663.
[26] 赵红丹,彭正龙.基于扎根理论的强制性公民行为影响因素研究[J].管理评论,2012,24(3):132-139.
[27] Kahn W A.Psychological Conditions of Personal Engagement and Disengagement at Work[J].Academy of Management Journal,1990,33:692-724.
[28] Tu Y,Lu X,Jin N C,et al.Ethical Leadership and Team-Level Creativity:Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity[J].Journal of Business Ethics,2018(1):1-15.
[29] Basharat J,Mehdi R N S M,Karim K A,et al.Impact of Inclusive Leadership on Innovative work Behavior:The Role of Psychological Safety [J].Journal of Management & Organization,2017,23(3):472-472.
[30] Watkins T,Fehr R,He W.Whatever It Takes:Leader Beliefs of Abusive Supervision Instrumentality[J].Academy of Management Annual Meeting Proceedings,2017(1):11226.
[31] Yu W Y.Relationships among Authoritarian Leadership and Affective Commitment and Psychological Well-being:The Moderating Effect of Psychological Capital[J].Human Resource Management,2014.
[32] Michael A,Hogg.Subjective Uncertainty Reduction Through Self-categorization:A Motivational Theory of Social Identity Processes[J].European Review of Social Psychology,2000,11(1):223-255.
[33] 曹霞,瞿皎姣.资源保存理论溯源、主要内容探析及启示[J].中国人力资源开发,2014(15):75-80.
[34] 杨中芳.中庸实践思维研究——迈向建构一套本土心理学知识体系[M],本土心理研究取径论丛,台北,远流书店,2008.
[35] Ma C,Liu H,Gu J,et al.How Entrepreneurs' Zhong-yong Thinking Improves New Venture Performance:The Mediating Role of Guanxi and the Moderating Role of Environmental Turbulence[J].Chinese Management Studies,2018(2).
[36] 李宁,严进.组织信任氛围对任务绩效的作用途径[J].心理学报,2007(6):1111-1121.
[37] 吴佳辉,林以正.中庸思维量表的编制[J].本土心理学研究,2005(24):247-300.
[38] Podsakoff P M,Mackenzie S B,Lee J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].J Appl Psychol,2003,88(5):879-903.
[39] 温忠麟,侯杰泰,马什赫伯特.结构方程模型检验:拟合指数与卡方准则[J].心理学报,2004(2):186-194.
[2] Vigoda-Gadot E.Compulsory Citizenship Behavior:Theorizing Some Dark Sides of the Good Soldier Syndrome in Organizations[J].Journal for the Theory of Social Behaviour,2006,36(1):77-93.
[3] Vigoda-Gadot E.Redrawing the Boundaries of OCB?An Empirical Examination of Compulsory Extra-role Behavior in the Workplace[J].Journal of Business & Psychology,2007,21(3):377-405.
[4] Ahmadian S,Sesen H,Soran S.Expanding the Boundaries of Compulsory Citizenship Behavior:Its Impact on Some Organizational Outputs[J].Business & Economic Horizons,2017,13.
[5] Nobuko,Makishi.Same Behavior,Different Consequences:Reactions to Men's and Women's Compulsory Citizenship Behaviors[J].Etd.ohiolink.edu,2012.
[6] Zellars K L,Tepper B J,Duffy M K.Abusive Supervision and Subordinates' Organizational Citizenship Behavior[J].Journal of Applied Psychology,2002,87(6):68-76.
[7] Tepper B J,Duffy M K,Hoobler J,et al.Moderators of the Relationships between Coworkers' Organizational Citizenship Behavior and Fellow Employees' Attitudes.[J].Journal of Applied Psychology,2004,89(3):455-465.
[8] Rioux S M,Penner L A.The Causes of Organizational Citizenship Behavior:A Motivational Analysis.[J].Journal of Applied Psychology,2001,86(6):1306.
[9] Farh J L,Cheng B S.A Cultural Analysis of Paternalistic Leadership in Chinese Organizations[M].2000.
[10] 郑伯埙,周丽芳,樊景立.家长式领导:三元模型的建构与测量[J].本土心理学研究,2000(14):3-64.
[11] 郑伯埙.家长式领导与部属效能:多层次分析观点[J].中华心理学刊,2010,52(1):1-23.
[12] 林姿葶.家长式领道:回顾与前瞻[J].本土心理学研究,2014.
[13] 吳宗祐,徐玮伶,郑伯壎.怒不可遏或忍气吞声:华人企业主管威权领道与部属愤怒反应[J].本土心理学研究,2002.
[14] Xi-Yuan L I,Cai Y.Authoritarian Leadership and Employee Time Theft:The Negative Impact of Job Embeddedness[J].Journal of Business Economics,2018.
[15] Duan J,Bao C,Huang C,et al.Authoritarian Leadership and Employee Silence in China[J].Journal of Management & Organization,2018,24:1-19.
[16] 王双龙,周海华.家长式领导对个人创新行为的影响机理研究[J].软科学,2013,27(12):53-57.
[17] 杨国亮,卫海英.家长式领导对企业互动导向及创新绩效的影响[J].软科学,2014,28(9):50-53
[18] Wang H,Guan B.The Positive Effect of Authoritarian Leadership on Employee Performance:The Moderating Role of Power Distance[J].Frontiers in Psychology,2018,9:357.
[19] Ashutosh S.Trivedi,Mayank Kumar Agnihotri,Suvijna Awasthi.Correlations among Abusive Leadership and Organization Citizenship Behavior in Sales Persons of Gwalior[J].E-Commerce for Future & Trends.2017,4(3):13-16.
[20] 赵红丹.员工强制性组织公民行为的多层次形成机制[J].心理科学进展,2014,22(8):1218-1225.
[21] 杨中芳,赵志裕.中庸实践思维初探[C].第四届华人心理与行为科际学术研讨会论文,1997.
[22] Uhl-Bien M,Riggio R E,Lowe K B,et al.Followership Theory:A Review and Research Agenda[J].The Leadership Quarterly,2014,25(1):83-104.
[23] Ofshe R,Singer M T.Attacks on Peripheral Versus Central Elements of Self and the Impact of Thought Reforming Techniques[J].Cultic Studies Journal,1986,3(1):3-24.
[24] 张永军,张鹏程,赵君.家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应[J].南开管理评论,2017,20(2):169-179.
[25] Smith C A,Organ D W,Near J P.Organizational Citizenship Behavior:Its Nature and Antecedents.[J].Journal of Applied Psychology,1983,68(4):653-663.
[26] 赵红丹,彭正龙.基于扎根理论的强制性公民行为影响因素研究[J].管理评论,2012,24(3):132-139.
[27] Kahn W A.Psychological Conditions of Personal Engagement and Disengagement at Work[J].Academy of Management Journal,1990,33:692-724.
[28] Tu Y,Lu X,Jin N C,et al.Ethical Leadership and Team-Level Creativity:Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity[J].Journal of Business Ethics,2018(1):1-15.
[29] Basharat J,Mehdi R N S M,Karim K A,et al.Impact of Inclusive Leadership on Innovative work Behavior:The Role of Psychological Safety [J].Journal of Management & Organization,2017,23(3):472-472.
[30] Watkins T,Fehr R,He W.Whatever It Takes:Leader Beliefs of Abusive Supervision Instrumentality[J].Academy of Management Annual Meeting Proceedings,2017(1):11226.
[31] Yu W Y.Relationships among Authoritarian Leadership and Affective Commitment and Psychological Well-being:The Moderating Effect of Psychological Capital[J].Human Resource Management,2014.
[32] Michael A,Hogg.Subjective Uncertainty Reduction Through Self-categorization:A Motivational Theory of Social Identity Processes[J].European Review of Social Psychology,2000,11(1):223-255.
[33] 曹霞,瞿皎姣.资源保存理论溯源、主要内容探析及启示[J].中国人力资源开发,2014(15):75-80.
[34] 杨中芳.中庸实践思维研究——迈向建构一套本土心理学知识体系[M],本土心理研究取径论丛,台北,远流书店,2008.
[35] Ma C,Liu H,Gu J,et al.How Entrepreneurs' Zhong-yong Thinking Improves New Venture Performance:The Mediating Role of Guanxi and the Moderating Role of Environmental Turbulence[J].Chinese Management Studies,2018(2).
[36] 李宁,严进.组织信任氛围对任务绩效的作用途径[J].心理学报,2007(6):1111-1121.
[37] 吴佳辉,林以正.中庸思维量表的编制[J].本土心理学研究,2005(24):247-300.
[38] Podsakoff P M,Mackenzie S B,Lee J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].J Appl Psychol,2003,88(5):879-903.
[39] 温忠麟,侯杰泰,马什赫伯特.结构方程模型检验:拟合指数与卡方准则[J].心理学报,2004(2):186-194.