谦卑领导行为对团队绩效作用机制研究——中国传统价值观嵌入
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摘要
近年来谦卑领导行为是广受关注的研究问题,其研究也逐步深入,但在团队层面的研究相对较少,尚未见学者从资源观视角探究谦卑领导行为对团队绩效的作用机制。通过获取70个团队350名员工及其团队领导的配对样本,探讨了谦卑领导行为对团队绩效的效能机制和边界条件。结果表明谦卑领导行为对团队绩效具有显著的正向影响;资源共享在谦卑领导行为和团队绩效之间起部分中介作用;集体主义倾向在谦卑领导行为和资源共享之间起正向调节作用;个体传统性在谦卑领导行为和资源共享之间起负向调节作用。
Humble leader behavior is a research question thathas received much attention in recent years, and the researchis studied deeply, but relatively few in the team level.No scholars have explored the mechanism of humble leader behavior on team performance from the perspective of resource-based view. In this study, the effectiveness mechanism and boundary conditions of humble leader behavior on team performance are investigated by taking a matched sample of 350 staff and their team leaders from 70 teams. The results indicate that,humble leaderbehavior has a significant positive impact on team performance, and resource sharing partially medicated this relationship.Collectivism tendency plays a positive moderaterole between humble leader behavior and resource sharing,while individual tradition plays a negative moderate role between humble leader behavior and resource sharing.
Humble leader behavior is a research question thathas received much attention in recent years, and the researchis studied deeply, but relatively few in the team level.No scholars have explored the mechanism of humble leader behavior on team performance from the perspective of resource-based view. In this study, the effectiveness mechanism and boundary conditions of humble leader behavior on team performance are investigated by taking a matched sample of 350 staff and their team leaders from 70 teams. The results indicate that,humble leaderbehavior has a significant positive impact on team performance, and resource sharing partially medicated this relationship.Collectivism tendency plays a positive moderaterole between humble leader behavior and resource sharing,while individual tradition plays a negative moderate role between humble leader behavior and resource sharing.
引文
代同亮,雷星晖,陈骋.2018.职场霸凌对工作绩效的影响:谦卑领导和工作热情的作用[J].预测,37(6):47-53.
黄文胜,朱朝晖,孟军.2015.过度自信对行为决策的影响:以上市公司融资决策为例[J].应用心理学,21(3):265-270.
胡金生,黄希庭.2006.华人社会中的自谦初探[J].心理科学,29(6):1392-1395.
金春华,葛新权,刘宇.2007.软科学研究资源共享的内涵、机制与构建研究[J].科学学与科学技术管理,28(4):16-19.
雷星晖,代同亮,苏涛永.2018.谦卑领导与员工离职倾向:相对剥夺感的调节作用[J].华东经济管理,32(1):5-11.
雷星晖,单志汶,苏涛永.2015.谦卑型领导行为对员工创造力的影响研究[J].管理科学,28(2):115-125.
李桂荣.2002.儒家传统价值观与西方现代企业管理理论[J].管理世界,(4):144-145
李锐,凌文辁,柳士顺.2012.传统价值观、上下属关系与员工沉默行为:一项本土文化情境下的实证探索[J].管理世界,(3):127-140.
刘小禹,刘军,关浩光.2012.顾客性骚扰对员工服务绩效影响机制的追踪研究:员工传统性与团队情绪氛围的调节作用[J].管理世界,(10):107-118.
逄超.2015.基于资源共享的公司内部创业研究[D].青岛:中国海洋大学.
彭正龙,王海花,蒋旭灿.2011.开放式创新模式下资源共享对创新绩效的影响:知识转移的中介效应[J].科学学与科学技术管理,32(1):48-53.
曲庆,何志婵,梅哲群.2013.谦卑领导行为对领导有效性和员工组织认同影响的实证研究[J].中国软科学,(7):101-109.
孙秀明,孙遇春.2015.工作疏离感对知识共享的影响研究:以中国人传统性为调节变量[J].同济大学学报(社会科学版),26(2):109-117.
石永贵.2009.企业网络资源协调研究[D].天津:河北工业大学.
唐汉瑛,龙立荣,周如意.2015.谦卑领导行为与下属工作投入:有中介的调节模型[J].管理科学,28(3):77-89.
徐淑英,张志学.2011.管理问题与理论建立:开展中国本土管理研究的策略[J].重庆大学学报(社会科学版),17(4):1-7.
吴挺.2016.互联网创业转型下的变革领导力及其效能机制研究[D].杭州:浙江大学.
杨国枢.2004.中国人的心理与行为[M].北京:中国人民大学出版社.
于米.2011.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,14(6):149-157.
袁凌,易麒,韩进.2016.谦卑型领导对下属沉默行为的影响机制研究[J].软科学,30(11):96-100.
袁凌,李博涛,李健.2017.伦理型领导对员工犬儒主义的影响:基本心理需要和集体主义倾向的作用[J].华东经济管理,31(7):5-13.
张敬伟.2013.基于资源视角的新创企业价值创造路径研究:理论分类与案例验证[J].科技进步与对策,30(11):73-77.
张军成.2016.谦卑型领导对员工建言行为的影响:心理安全感与主动型人格的作用[J].商业经济与管理,301(11):25-33.
张亚军,张金隆,张军伟.2017.谦卑型领导与员工抑制性建言的关系研究[J].管理评论,29(5):110-119.
张亚军,张军伟,刘汕.2017.领导宽恕对员工建言的影响研究[J].科研管理,38(11):66-74.
张艳清,张秀娟.2015.谦卑研究的前沿探析:基于资源观的企业竞争优势[J].商业经济与管理,279(1):27-34.
张英朝,张维明,肖卫东.2005.虚拟组织中面向共享的信息统一描述模型研究[J].系统工程学报,20(1):62-72.
张永军.2017.伦理型领导与员工反生产行为:领导信任、领导认同与传统性的作用[J].管理评论,29(12):106-115.
Antonio A.2015.Humility in Management[J].Journal of Business Ethics,132(1):63-71.
Baron R M,Kenny D A.1986.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,51(6):1173-1182.
Blau P M.1964.Exchange and Power in Social Life[M].New Jersey:John Wiley&Sons.
Boje D M,Rosile G A,Durant R A,et al.2004.Enron Spectacles:A Critical Dramaturgical Analysis[J].Organization Studies,25(5):751-774.
Burak O,Michael R B,Michael A D.2015.Leader humility in Singapore[J].Leadership Quarterly,26(1):68-80.
Chun H,Alfred W,Dean T.2007.Turnover intention and performance in China:The role of positive affectivity,Chinese values,perceived organizational support and constructive controversy[J].Journal of Occupational&Organizational Psychology,80(4):735-751.
Earley P C.1993.East meets West meets Mideast:Further explorations of collectivistic and indiviualistic work groups[J].Academy of Management Journal,36(2):319-348.
Farh J L,Tsui A S,Xin K.1998.The Influence of Relational Demography and Guanxi:The Chinese Case[J].Organization Science,9(4):471-488.
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[J].Academy of Management Journal,50(3):715-729.
Goerzen A,Beamish P W.2005.The effect of alliance network diversity on multinational enterprise performance[J].Strategic Management Journal,26(4):333-354.
Harry C T.1996.The Psychological Measurement of Cultural Syndromes[J].American Psychologist,51(4):407-415.
Hofstede G.1980.Culture and organizations[J].International Studies of Management&Organization,10(4):15-41.
Owens B P,Hekman D R.2012.Modeling how to grow:An inductive examination of humble leader behaviors,contingencies,and outcomes[J].Academy of Management Journal,55(4):787-818.
Owens B P,Hekman D R.2016.How does leader humility influence team performance?Exploring the mechanisms of contagion and collective promotion focus[J].Academy of Management Journal,59(3):1088-1111.
Su K,Li L C,Wan R.2016.Ultimate ownership,risk-taking and firm value:Evidence from China[J].Asia Pacific Business Review,23(1):1-17.
Zellmer-Bruhn M,Gibson C.2006.Multinational organization context:Implications for team learning and performance[J].Academy of Management Journal,49(3):501-518.
黄文胜,朱朝晖,孟军.2015.过度自信对行为决策的影响:以上市公司融资决策为例[J].应用心理学,21(3):265-270.
胡金生,黄希庭.2006.华人社会中的自谦初探[J].心理科学,29(6):1392-1395.
金春华,葛新权,刘宇.2007.软科学研究资源共享的内涵、机制与构建研究[J].科学学与科学技术管理,28(4):16-19.
雷星晖,代同亮,苏涛永.2018.谦卑领导与员工离职倾向:相对剥夺感的调节作用[J].华东经济管理,32(1):5-11.
雷星晖,单志汶,苏涛永.2015.谦卑型领导行为对员工创造力的影响研究[J].管理科学,28(2):115-125.
李桂荣.2002.儒家传统价值观与西方现代企业管理理论[J].管理世界,(4):144-145
李锐,凌文辁,柳士顺.2012.传统价值观、上下属关系与员工沉默行为:一项本土文化情境下的实证探索[J].管理世界,(3):127-140.
刘小禹,刘军,关浩光.2012.顾客性骚扰对员工服务绩效影响机制的追踪研究:员工传统性与团队情绪氛围的调节作用[J].管理世界,(10):107-118.
逄超.2015.基于资源共享的公司内部创业研究[D].青岛:中国海洋大学.
彭正龙,王海花,蒋旭灿.2011.开放式创新模式下资源共享对创新绩效的影响:知识转移的中介效应[J].科学学与科学技术管理,32(1):48-53.
曲庆,何志婵,梅哲群.2013.谦卑领导行为对领导有效性和员工组织认同影响的实证研究[J].中国软科学,(7):101-109.
孙秀明,孙遇春.2015.工作疏离感对知识共享的影响研究:以中国人传统性为调节变量[J].同济大学学报(社会科学版),26(2):109-117.
石永贵.2009.企业网络资源协调研究[D].天津:河北工业大学.
唐汉瑛,龙立荣,周如意.2015.谦卑领导行为与下属工作投入:有中介的调节模型[J].管理科学,28(3):77-89.
徐淑英,张志学.2011.管理问题与理论建立:开展中国本土管理研究的策略[J].重庆大学学报(社会科学版),17(4):1-7.
吴挺.2016.互联网创业转型下的变革领导力及其效能机制研究[D].杭州:浙江大学.
杨国枢.2004.中国人的心理与行为[M].北京:中国人民大学出版社.
于米.2011.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,14(6):149-157.
袁凌,易麒,韩进.2016.谦卑型领导对下属沉默行为的影响机制研究[J].软科学,30(11):96-100.
袁凌,李博涛,李健.2017.伦理型领导对员工犬儒主义的影响:基本心理需要和集体主义倾向的作用[J].华东经济管理,31(7):5-13.
张敬伟.2013.基于资源视角的新创企业价值创造路径研究:理论分类与案例验证[J].科技进步与对策,30(11):73-77.
张军成.2016.谦卑型领导对员工建言行为的影响:心理安全感与主动型人格的作用[J].商业经济与管理,301(11):25-33.
张亚军,张金隆,张军伟.2017.谦卑型领导与员工抑制性建言的关系研究[J].管理评论,29(5):110-119.
张亚军,张军伟,刘汕.2017.领导宽恕对员工建言的影响研究[J].科研管理,38(11):66-74.
张艳清,张秀娟.2015.谦卑研究的前沿探析:基于资源观的企业竞争优势[J].商业经济与管理,279(1):27-34.
张英朝,张维明,肖卫东.2005.虚拟组织中面向共享的信息统一描述模型研究[J].系统工程学报,20(1):62-72.
张永军.2017.伦理型领导与员工反生产行为:领导信任、领导认同与传统性的作用[J].管理评论,29(12):106-115.
Antonio A.2015.Humility in Management[J].Journal of Business Ethics,132(1):63-71.
Baron R M,Kenny D A.1986.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,51(6):1173-1182.
Blau P M.1964.Exchange and Power in Social Life[M].New Jersey:John Wiley&Sons.
Boje D M,Rosile G A,Durant R A,et al.2004.Enron Spectacles:A Critical Dramaturgical Analysis[J].Organization Studies,25(5):751-774.
Burak O,Michael R B,Michael A D.2015.Leader humility in Singapore[J].Leadership Quarterly,26(1):68-80.
Chun H,Alfred W,Dean T.2007.Turnover intention and performance in China:The role of positive affectivity,Chinese values,perceived organizational support and constructive controversy[J].Journal of Occupational&Organizational Psychology,80(4):735-751.
Earley P C.1993.East meets West meets Mideast:Further explorations of collectivistic and indiviualistic work groups[J].Academy of Management Journal,36(2):319-348.
Farh J L,Tsui A S,Xin K.1998.The Influence of Relational Demography and Guanxi:The Chinese Case[J].Organization Science,9(4):471-488.
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[J].Academy of Management Journal,50(3):715-729.
Goerzen A,Beamish P W.2005.The effect of alliance network diversity on multinational enterprise performance[J].Strategic Management Journal,26(4):333-354.
Harry C T.1996.The Psychological Measurement of Cultural Syndromes[J].American Psychologist,51(4):407-415.
Hofstede G.1980.Culture and organizations[J].International Studies of Management&Organization,10(4):15-41.
Owens B P,Hekman D R.2012.Modeling how to grow:An inductive examination of humble leader behaviors,contingencies,and outcomes[J].Academy of Management Journal,55(4):787-818.
Owens B P,Hekman D R.2016.How does leader humility influence team performance?Exploring the mechanisms of contagion and collective promotion focus[J].Academy of Management Journal,59(3):1088-1111.
Su K,Li L C,Wan R.2016.Ultimate ownership,risk-taking and firm value:Evidence from China[J].Asia Pacific Business Review,23(1):1-17.
Zellmer-Bruhn M,Gibson C.2006.Multinational organization context:Implications for team learning and performance[J].Academy of Management Journal,49(3):501-518.