工作狂型CEO对组织绩效的影响研究
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摘要
通过整合社会学习理论和领导认同理论,以92位CEO及其高层管理团队为研究对象,考察了工作狂型CEO对于组织绩效的影响,并进一步探究了高层管理团队集体投入的中介作用和高管团队领导认同的调节作用。研究结果表明,工作狂型CEO对组织绩效具有积极影响;高层管理团队集体投入部分中介工作狂型CEO对组织绩效的作用;高层管理团队领导认同在工作狂型CEO与高层管理团队集体投入的关系间发挥正向调节作用,当高层管理团队领导认同水平较高时,工作狂型CEO对高层管理团队集体投入的促进作用更强,对组织绩效的积极影响更明显。
Drawing on social learning theory and leadership identification theory,this study explored the mediating role of top management team(TMT)collective organizational engagement in the relationship between workaholic CEO and organizational performance,and investigated the moderating effect of TMT leader identification.Using the dataset from 92 CEO and their corresponding top management team members,the results show that:(1)workaholic CEO had a significant positive impact on organizational performance;(2)TMT collective organizational engagement mediated the relationship between workaholic CEO and organizational performance;(3)the mediating effect of TMT collective organizational engagement was stronger under the condition of higher TMT leader identification.
Drawing on social learning theory and leadership identification theory,this study explored the mediating role of top management team(TMT)collective organizational engagement in the relationship between workaholic CEO and organizational performance,and investigated the moderating effect of TMT leader identification.Using the dataset from 92 CEO and their corresponding top management team members,the results show that:(1)workaholic CEO had a significant positive impact on organizational performance;(2)TMT collective organizational engagement mediated the relationship between workaholic CEO and organizational performance;(3)the mediating effect of TMT collective organizational engagement was stronger under the condition of higher TMT leader identification.
引文
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[18]杨林,芮明杰.高管团队特质、战略变革与企业价值关系的理论研究[J].管理学报,2010,7(12):1 785-1 791.
[19]WALUMBWA F O,MAYER D M,WANG P,et al.Linking Ethical Leadership to Employee Performance:The Roles of Leader-Member Exchange,Self-Efficacy,and Organizational Identification[J].Organizational Behavior and Human Decision Processes,2011,115(2):204-213.
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[25]李卫宁,亢永,吕源.动态环境下TMT团队氛围、战略柔性与企业绩效关系研究[J].管理学报,2016,13(2):195-202.
[2]GHEORGHI爩A N.Workaholism:A New Challenge for Organization Management[J].Procedia-Social and Behavioral Sciences,2014,109:295-300.
[3]HUANG J C,HU C,WU T C.Psychometric Properties of the Chinese Version of the Workaholism Battery[J].Journal of Psychology,2010,144(2):163-183.
[4]MCMILLAN L H W,O DRISCOLL M P,BURKE R J.Workaholism:A Review of Theory,Research,and Future Directions[M]//COOPER C L,ROBERTSON I T.International Review of Industrial and Organizational Psychology.New York:Wiley,2003:167-189.
[5]CLARK M A,MICHEL J S,ZHDANOVA L,et al.All Work and No Play?A Meta-Analytic Examination of the Correlates and Outcomes of Workaholism[J].Journal of Management,2016,42(7):1836-1 873.
[6]BANDURA A.Social Foundations of Thought and Action[M].Englewood Cliffs:Prentice-Hall,1986.
[7]SHIN Y.CEO Ethical Leadership,Ethical Climate,Climate Strength,and Collective Organizational Citizenship Behavior[J].Journal of Business Ethics,2012,108(3):299-312.
[8]VAN KNIPPENBERG D,KNIPPENBERG B,DE CREMER D,et al.Leadership,Self,and Identity:A Review and Research Agenda[J].Leadership Quarterly,2004,15(6):825-856.
[9]SPENCE J T,ROBBINS A S.Workaholism:Definition,Measurement,and Preliminary Results[J].Journal of Personality Assessment,1992,58(1):160-178.
[10]KAPLAN S N,KLEBANOV M M,SORENSEN M.Which CEO Characteristics and Abilities Matter?[J].Journal of Finance,2012,67(3):973-1 007.
[11]BRENES E R,MENA M,MOLINA G E.Key Success Factors for Strategy Implementation in Latin America[J].Journal of Business Research,2008,61(6):590-598.
[12]BARRICK M R,THURGOOD G R,SMITH T A,et al.Collective Organizational Engagement:Linking Motivational Antecedents,Strategic Implementation,and Firm Performance[J].Academy of Management Journal,2015,58(1):111-135.
[13]郭钟泽,谢宝国,郭永兴.团队领导工作投入对团队成员工作态度的影响:一个多层次模型的检验[J].中国人力资源开发,2016(5):67-75.
[14]CANNELLA A A,PARK J H,LEE H U.Top Management Team Functional Background Diversity and Firm Performance:Examining the Roles of Team Mmember Colocation and Environmental Uncertainty[J].Academy of Management Journal,2008,51(4):768-784.
[15]王桢.团队内工作投入的人际传导机制[J].心理科学进展,2012,20(10):17-23.
[16]宋萌,杨崇耀,唐中君.真诚型领导对员工主观幸福感的影响:基于社会学习理论的解释[J].中南大学学报:社会科学版,2015,21(5):146-153.
[17]WANG P,RODE J C.Transformational Leadership and Follower Creativity:The Moderating Effects of Identification with Leader and Organizational Climate[J].Human Relations,2010,63(8):1 105-1 128.
[18]杨林,芮明杰.高管团队特质、战略变革与企业价值关系的理论研究[J].管理学报,2010,7(12):1 785-1 791.
[19]WALUMBWA F O,MAYER D M,WANG P,et al.Linking Ethical Leadership to Employee Performance:The Roles of Leader-Member Exchange,Self-Efficacy,and Organizational Identification[J].Organizational Behavior and Human Decision Processes,2011,115(2):204-213.
[20]CHAN D.Functional Relations among Constructs in the Same Content Domain at Different Levels of Analysis:A Typology of Composition Models[J].Journal of Applied Psychology,1998,83(2):234-246.
[21]LIN H C,SHIH C T.How Executive SHRM System Links to Firm Performance:The Perspectives of Upper Echelon and Competitive Dynamics[J].Journal of Management,2008,34(5):853-881
[22]HOX J J,MOERBEEK M,VAN DE SCHOOT R.Multilevel Analysis:Techniques and Applications[M].New York:Routledge,2010.
[23]HALL R J,SNELL A F,FOUST M S.Item Parceling Strategies in SEM:Investigating the Subtle Effects of Unmodeled Secondary Constructs[J].Organizational Research Methods,1999,2(3):233-256.
[24]AIKEN L S,WEST S G,RENO R R.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage,1991.
[25]李卫宁,亢永,吕源.动态环境下TMT团队氛围、战略柔性与企业绩效关系研究[J].管理学报,2016,13(2):195-202.