心心相印:领导——下属心理资本匹配对下属学习行为的影响
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摘要
心理资本作为个体在成长和发展过程中展现的一种积极心理状态,被以往研究证实能促进个体学习行为。然而,以往研究主要关注下属心理资本的作用,忽视了领导—下属心理资本的匹配效应。本文基于信号理论,探究了领导—下属心理资本匹配能否通过下属心理安全影响下属学习行为。采用多项式回归以及响应面分析法,对200份领导下属配对数据进行分析。结果发现,(1)领导-下属心理资本匹配越一致,下属的心理安全感越高。(2)在一致情形下,当匹配程度从"低-低"向"高-高"趋近时,下属的心理安全水平逐渐提高。(3)在不一致情形下,与"领导高-下属低"相比,"领导低-下属高"时的心理安全水平越高。(4)心理安全感在领导-下属心理资本匹配与下属学习行为之间起中介作用。以上结果有利于我们全面理解心理资本与学习行为之间的复杂关系,并为企业如何促进员工学习提供实践启发。
Psychological capital refers to a kind of positive psychological state in the process of individual growth and development. In previous studies, psychological capital has been found to play an important role in predicting individual learning behavior, while overlooking leader-subordinate psychological capital congruence. This paper explored the congruence effect of leader-subordinate psychological capital on subordinate learning behavior, as well as the mediating role of the psychological safety of subordinates. Polynomial regression and response surface methodology are used to analyze the paired data of 200 leader-subordinate. The results showed that:(1) leader-subordinate congruence in psychological capital was positively related to psychological safety;(2) In the condition of congruence scenario, the level of subordinate psychological safety gradually increased when leader-subordinate psychological capital rose from "low-low" to "high-high";(3) In the case of incongruence, the level of psychological safety is higher(versus lower)when subordinates' psychological capital is higher(lower) than that of leaders;(4) subordinates' psychological safety mediated the relationship between leader-subordinate psychological capital congruence and subordinates' learning behavior. This study contributes to our comprehensive understanding of the relationship between psychological capital and learning behavior and provide novel insights to the facilitation of learning behavior.
Psychological capital refers to a kind of positive psychological state in the process of individual growth and development. In previous studies, psychological capital has been found to play an important role in predicting individual learning behavior, while overlooking leader-subordinate psychological capital congruence. This paper explored the congruence effect of leader-subordinate psychological capital on subordinate learning behavior, as well as the mediating role of the psychological safety of subordinates. Polynomial regression and response surface methodology are used to analyze the paired data of 200 leader-subordinate. The results showed that:(1) leader-subordinate congruence in psychological capital was positively related to psychological safety;(2) In the condition of congruence scenario, the level of subordinate psychological safety gradually increased when leader-subordinate psychological capital rose from "low-low" to "high-high";(3) In the case of incongruence, the level of psychological safety is higher(versus lower)when subordinates' psychological capital is higher(lower) than that of leaders;(4) subordinates' psychological safety mediated the relationship between leader-subordinate psychological capital congruence and subordinates' learning behavior. This study contributes to our comprehensive understanding of the relationship between psychological capital and learning behavior and provide novel insights to the facilitation of learning behavior.
引文
1.刘敏,余江龙,黄勇.(2018).感知被上级信任如何促进员工建言行为:心理安全感、自我效能感和权力距离的作用.中国人力资源开发,35(12),18-27.
2.刘涛,陈晓,廖建桥.(2017).建设性批评和破坏性批评对个体心理健康影响的实验研究.中国人力资源开发,34(7),59-71.
3.彭坚,王霄.(2016).与上司“心有灵犀”会让你的工作更出色吗?--追随原型一致性、工作投入与工作绩效.心理学报,48(9),1151-1162.
4.任皓,温忠麟,陈启山,叶宝娟,(2013).工作团队领导心理资本对成员组织公民行为的影响机制:多层次模型.心理学报,45(1),82-93.
5.唐翌.(2005).团队心理安全,组织公民行为和团队创新--一个中介传导模型的实证分析.南开管理评论,8(6),24-29.
6.唐朝永,陈万明,胡恩华.(2014).心理资本、心理安全感与失败学习.软科学,28(8),70-74.
7.徐智华,彭剑锋.(2017).心理安全感研究评述及展望.现代管理科学,(4),34-37.
8.姚纯贞,米建荣,王红成.(2009).国内外“学习行为”研究综述.教学与管理,(30),48-50.
9.邹艳春,印田彬.(2017).多层次视角下的心理安全研究评述.中国人力资源开发,34(4),66-75.
10.仲理峰.(2007).心理资本研究评述与展望.心理科学进展,15(3),482-487.
11.邹艳春,彭坚,印田彬.(2018).团队学习气氛对团队心理资本的影响:社会信息加工理论的视角.心理与行为研究,16(3),402-407.
12.Avey,J.B.,Luthans,F.,&Youssef,C.M.(2008).The additive value of positive psychological capital in predicting work attitudes and behaviors.Journal of Management,36(2),430-452.
13.Bandura,A.(1986).Social foundations of thought and action:A social cognitive theory.Englewood Cliffs,NJ:PrenticeHall,Inc.
14.Bezuijen,X.M.,van Dam,K.,van den Berg,P.T.,&Thierry,H.(2010).How leaders stimulate employee learning:Aleader-member exchange approach.Journal of Occupational and Organizational Psychology,83(3),673-693.
15.Carmeli,A.,&Gittell,J.H.(2009).High-quality relationships,psychological safety,and learning from failures in work organizations.Journal of Organizational Behavior,30(6),709-729.
16.Chou,C.M.,Shen,C.H.,&Hsiao,H.C.(2011).The influence of entrepreneurial self-efficacy on entrepreneurial learning behavior-using entrepreneurial intention as the mediator variable.International Business and Management,3(2),7-11.
17.Chen,Y.S.,Wen,Z.L.,Peng,J.,&Liu,X.Q.(2016).Leader-follower congruence in loneliness,LMX and turnover intention.Journal of Managerial Psychology,31(4),864-879.
18.Connelly,B.L.,Certo,S.T.,Ireland,R.D.,&Reutzel,C.R.(2011).Signaling theory:A review and assessment.Journal of Management,37(1),39-67.
19.Detert,J.R.,&Trevi?o,L.K.(2010).Speaking up to higher-ups:How supervisors and skip-level leaders influence employee voice.Organization Science,21(1),249-270.
20.De Dreu,C.K.W.,&West,M.A.(2001).Minority dissent and team innovation:The importance of participation in decision making.Journal of Applied Psychology,86(6),1191-1201.
21.Edmondson,A.(1999).Psychological safety and learning behavior in work teams.Administrative Science Quarterly,44(2),350-383.
22.Edmondson,A.C.(2003).Speaking up in the operating room:How team leaders promote learning in interdisciplinary action teams.Journal of Management Studies,40(6),1419-1452.
23.Edwards,J.R.,&Parry,M.E.(1993).On the use of polynomial regression equations as an alternative to difference scores in organizational research.Academy of Management Journal,36(6),1577-1613.
24.Edwards,J.R.,&Cable,D.M.(2009).The value of value congruence.Journal of Applied Psychology,94(3),654-677.
25.Ehrhart,M.G.,&Klein,K.J.(2001).Predicting followers'preferences for charismatic leadership:The influence of follower values and personality.Leadership Quarterly,12(2),153-179.
26.Felfe,J.,&Schyns,B.(2006).Personality and the perception of transformational leadership:The impact of extraversion,neuroticism,personal need for structure,and occupational selfefficacy.Journal of Applied Social Psychology,36(3),708-739.
27.Goldsmith,A.H.,Veum,J.R.,&Darity Jr,W.(1997).The impact of psychological and human capital on wages.Economic Inquiry,35(4),815-829.
28.Gioia,D.A.,&Thomas,J.B.(1996).Identity,image,and issue interpretation:Sensemaking during strategic change in academia.Administrative Science Quarterly,41(3),370-403.
29.Heled,E.,Somech,A.,&Waters,L.(2016).Psychological capital as a team phenomenon:Mediating the relationship between learning climate and outcomes at the individual and team levels.Journal of Positive Psychology,11(3),303-314.
30.Hofmans,J.,Debusscher,J.,Dóci,E.,Spanouli,A.,&De Fruyt,F.(2015).The curvilinear relationship between work pressure and momentary task performance:The role of state and trait core self-evaluations.Frontiers in Psychology,6(1680),1-11.
31.Kahn,W.A.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33(4),692-724.
32.Little,J.,&Swayze,S.(2015).Employee perceptions of psychological capital and learning organization dimensions in a community medical center.Organization Development Journal,33(2),79-102.
33.Luthans,B.C.,Luthans,K.W.,&Avey,J.B.(2014).Building the leaders of tomorrow:The development of academic psychological capital.Journal of Leadership and Organizational Studies,21(2),191-199.
34.Luthans,F.,Chou,W.(2005).The psychological capital of chinese workers:Exploring the relationship with performance.Management and Organization Review,1(2),249-271.
35.Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Developing the human competitive edge.Journal of Asian Economics,8(2),315-332.
36.Luthans,F.,&Youssef-Morgan,C.M.(2017).Psychological capital:An evidence-based positive approach.Annual Review of Organizational Psychology and Organizational Behavior,4,339-366.
37.Magee,J.C.,&Galinsky,A.D.(2008).Social hierarchy:The self-reinforcing nature of power and status.Academy of Management Annals,2(1),351-398.
38.Maitlis,S.(2005).The social processes of organizational sensemaking.Academy of Management Journal,48(1),21-49.
39.Milliken,F.J.,Morrison,E.W.,&Hewlin,P.F.(2003).An exploratory study of employee silence:Issues that employees don't communicate upward and why.Journal of Management Studies,40,1453-1476.
40.Norman,S.M.,Avolio,B.J.,&Luthans,F.(2010).The impact of positivity and transparency on trust in leaders and their perceived effectiveness.Leadership Quarterly,21(3),350-364.
41.Nolzen,N.(2018).The concept of psychological capital:A comprehensive review.Management Review Quarterly,68(3),237-277.
42.Porath,C.,Spreitzer,G.,Gibson,C.,&Garnett,F.G.(2012).Thriving at work:toward its measurement,construct validation,and theoretical refinement.Journal of Organizational Behavior,33(2),250-275.
43.Riggs,B.S.,&Porter,C.O.L.H.(2017).Are there advantages to seeing leadership the same?A test of the mediating effects of LMX on the relationship between ILT congruence and employees'development.The Leadership Quarterly,28(2),285-299.
44.Spence,M.(1973).Job market signaling.Quarterly Journal of Economics,87(3),355-374.
45.Spence,M.(2002).Signaling in retrospect and the informational structure of markets.American Economic Review,92(3),434-459.
46.Smircich,L.,&Morgan,G.(1982).Leadership:The management of meaning.Journal of Applied Behavioral Science,18(3),257-273.
47.Tjosvold,D.,Yu,Z.Y.,&Hui,C.(2004).Team learning from mistakes:The contribution of cooperative goals and problemsolving.Journal of Management Studies,41(7),1223-1245.
48.Tucker,A.L.,Nembhard,I.M.,&Edmondson,A.C.(2007).Implementing new practices:An empirical study of organizational learning in hospital intensive care units.Management Science,53(6),894-907.
49.Tynan,R.(2005).The effects of tthreat sensitivity and face giving on dyadic psychological safety and upward communication1.Journal of Applied Social Psychology,35(2),223-247.
50.Walumbwa,F.O.,Peterson,S.J.,Avolio,B.J.,&Hartnell,C.A.(2010).An investigation of the relationships among leader and follower psychological capital,service climate,and job performance.Personnel Psychology,63(4),937-963.
51.Xu,M.,Qin,X.,Dust,S.B.,&DiRenzo,M.S.(2019).Supervisor-subordinate proactive personality congruence and psychological safety:A signaling theory approach to employee voice behavior.The Leadership Quarterly.Doi:10.1016/j.leaqua.2019.03.001.
52.You,J.W.(2016).The relationship among college students'psychological capital,learning empowerment,and engagement.Learning and Individual Differences,49,17-24.
53.Zhang,Z.,Wang,M.,&Shi,J.(2012).Leader-follower congruence in proactive personality and work outcomes:The mediating role of leader-member exchange.Academy of Management Journal,55(1),111-130.
2.刘涛,陈晓,廖建桥.(2017).建设性批评和破坏性批评对个体心理健康影响的实验研究.中国人力资源开发,34(7),59-71.
3.彭坚,王霄.(2016).与上司“心有灵犀”会让你的工作更出色吗?--追随原型一致性、工作投入与工作绩效.心理学报,48(9),1151-1162.
4.任皓,温忠麟,陈启山,叶宝娟,(2013).工作团队领导心理资本对成员组织公民行为的影响机制:多层次模型.心理学报,45(1),82-93.
5.唐翌.(2005).团队心理安全,组织公民行为和团队创新--一个中介传导模型的实证分析.南开管理评论,8(6),24-29.
6.唐朝永,陈万明,胡恩华.(2014).心理资本、心理安全感与失败学习.软科学,28(8),70-74.
7.徐智华,彭剑锋.(2017).心理安全感研究评述及展望.现代管理科学,(4),34-37.
8.姚纯贞,米建荣,王红成.(2009).国内外“学习行为”研究综述.教学与管理,(30),48-50.
9.邹艳春,印田彬.(2017).多层次视角下的心理安全研究评述.中国人力资源开发,34(4),66-75.
10.仲理峰.(2007).心理资本研究评述与展望.心理科学进展,15(3),482-487.
11.邹艳春,彭坚,印田彬.(2018).团队学习气氛对团队心理资本的影响:社会信息加工理论的视角.心理与行为研究,16(3),402-407.
12.Avey,J.B.,Luthans,F.,&Youssef,C.M.(2008).The additive value of positive psychological capital in predicting work attitudes and behaviors.Journal of Management,36(2),430-452.
13.Bandura,A.(1986).Social foundations of thought and action:A social cognitive theory.Englewood Cliffs,NJ:PrenticeHall,Inc.
14.Bezuijen,X.M.,van Dam,K.,van den Berg,P.T.,&Thierry,H.(2010).How leaders stimulate employee learning:Aleader-member exchange approach.Journal of Occupational and Organizational Psychology,83(3),673-693.
15.Carmeli,A.,&Gittell,J.H.(2009).High-quality relationships,psychological safety,and learning from failures in work organizations.Journal of Organizational Behavior,30(6),709-729.
16.Chou,C.M.,Shen,C.H.,&Hsiao,H.C.(2011).The influence of entrepreneurial self-efficacy on entrepreneurial learning behavior-using entrepreneurial intention as the mediator variable.International Business and Management,3(2),7-11.
17.Chen,Y.S.,Wen,Z.L.,Peng,J.,&Liu,X.Q.(2016).Leader-follower congruence in loneliness,LMX and turnover intention.Journal of Managerial Psychology,31(4),864-879.
18.Connelly,B.L.,Certo,S.T.,Ireland,R.D.,&Reutzel,C.R.(2011).Signaling theory:A review and assessment.Journal of Management,37(1),39-67.
19.Detert,J.R.,&Trevi?o,L.K.(2010).Speaking up to higher-ups:How supervisors and skip-level leaders influence employee voice.Organization Science,21(1),249-270.
20.De Dreu,C.K.W.,&West,M.A.(2001).Minority dissent and team innovation:The importance of participation in decision making.Journal of Applied Psychology,86(6),1191-1201.
21.Edmondson,A.(1999).Psychological safety and learning behavior in work teams.Administrative Science Quarterly,44(2),350-383.
22.Edmondson,A.C.(2003).Speaking up in the operating room:How team leaders promote learning in interdisciplinary action teams.Journal of Management Studies,40(6),1419-1452.
23.Edwards,J.R.,&Parry,M.E.(1993).On the use of polynomial regression equations as an alternative to difference scores in organizational research.Academy of Management Journal,36(6),1577-1613.
24.Edwards,J.R.,&Cable,D.M.(2009).The value of value congruence.Journal of Applied Psychology,94(3),654-677.
25.Ehrhart,M.G.,&Klein,K.J.(2001).Predicting followers'preferences for charismatic leadership:The influence of follower values and personality.Leadership Quarterly,12(2),153-179.
26.Felfe,J.,&Schyns,B.(2006).Personality and the perception of transformational leadership:The impact of extraversion,neuroticism,personal need for structure,and occupational selfefficacy.Journal of Applied Social Psychology,36(3),708-739.
27.Goldsmith,A.H.,Veum,J.R.,&Darity Jr,W.(1997).The impact of psychological and human capital on wages.Economic Inquiry,35(4),815-829.
28.Gioia,D.A.,&Thomas,J.B.(1996).Identity,image,and issue interpretation:Sensemaking during strategic change in academia.Administrative Science Quarterly,41(3),370-403.
29.Heled,E.,Somech,A.,&Waters,L.(2016).Psychological capital as a team phenomenon:Mediating the relationship between learning climate and outcomes at the individual and team levels.Journal of Positive Psychology,11(3),303-314.
30.Hofmans,J.,Debusscher,J.,Dóci,E.,Spanouli,A.,&De Fruyt,F.(2015).The curvilinear relationship between work pressure and momentary task performance:The role of state and trait core self-evaluations.Frontiers in Psychology,6(1680),1-11.
31.Kahn,W.A.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33(4),692-724.
32.Little,J.,&Swayze,S.(2015).Employee perceptions of psychological capital and learning organization dimensions in a community medical center.Organization Development Journal,33(2),79-102.
33.Luthans,B.C.,Luthans,K.W.,&Avey,J.B.(2014).Building the leaders of tomorrow:The development of academic psychological capital.Journal of Leadership and Organizational Studies,21(2),191-199.
34.Luthans,F.,Chou,W.(2005).The psychological capital of chinese workers:Exploring the relationship with performance.Management and Organization Review,1(2),249-271.
35.Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Developing the human competitive edge.Journal of Asian Economics,8(2),315-332.
36.Luthans,F.,&Youssef-Morgan,C.M.(2017).Psychological capital:An evidence-based positive approach.Annual Review of Organizational Psychology and Organizational Behavior,4,339-366.
37.Magee,J.C.,&Galinsky,A.D.(2008).Social hierarchy:The self-reinforcing nature of power and status.Academy of Management Annals,2(1),351-398.
38.Maitlis,S.(2005).The social processes of organizational sensemaking.Academy of Management Journal,48(1),21-49.
39.Milliken,F.J.,Morrison,E.W.,&Hewlin,P.F.(2003).An exploratory study of employee silence:Issues that employees don't communicate upward and why.Journal of Management Studies,40,1453-1476.
40.Norman,S.M.,Avolio,B.J.,&Luthans,F.(2010).The impact of positivity and transparency on trust in leaders and their perceived effectiveness.Leadership Quarterly,21(3),350-364.
41.Nolzen,N.(2018).The concept of psychological capital:A comprehensive review.Management Review Quarterly,68(3),237-277.
42.Porath,C.,Spreitzer,G.,Gibson,C.,&Garnett,F.G.(2012).Thriving at work:toward its measurement,construct validation,and theoretical refinement.Journal of Organizational Behavior,33(2),250-275.
43.Riggs,B.S.,&Porter,C.O.L.H.(2017).Are there advantages to seeing leadership the same?A test of the mediating effects of LMX on the relationship between ILT congruence and employees'development.The Leadership Quarterly,28(2),285-299.
44.Spence,M.(1973).Job market signaling.Quarterly Journal of Economics,87(3),355-374.
45.Spence,M.(2002).Signaling in retrospect and the informational structure of markets.American Economic Review,92(3),434-459.
46.Smircich,L.,&Morgan,G.(1982).Leadership:The management of meaning.Journal of Applied Behavioral Science,18(3),257-273.
47.Tjosvold,D.,Yu,Z.Y.,&Hui,C.(2004).Team learning from mistakes:The contribution of cooperative goals and problemsolving.Journal of Management Studies,41(7),1223-1245.
48.Tucker,A.L.,Nembhard,I.M.,&Edmondson,A.C.(2007).Implementing new practices:An empirical study of organizational learning in hospital intensive care units.Management Science,53(6),894-907.
49.Tynan,R.(2005).The effects of tthreat sensitivity and face giving on dyadic psychological safety and upward communication1.Journal of Applied Social Psychology,35(2),223-247.
50.Walumbwa,F.O.,Peterson,S.J.,Avolio,B.J.,&Hartnell,C.A.(2010).An investigation of the relationships among leader and follower psychological capital,service climate,and job performance.Personnel Psychology,63(4),937-963.
51.Xu,M.,Qin,X.,Dust,S.B.,&DiRenzo,M.S.(2019).Supervisor-subordinate proactive personality congruence and psychological safety:A signaling theory approach to employee voice behavior.The Leadership Quarterly.Doi:10.1016/j.leaqua.2019.03.001.
52.You,J.W.(2016).The relationship among college students'psychological capital,learning empowerment,and engagement.Learning and Individual Differences,49,17-24.
53.Zhang,Z.,Wang,M.,&Shi,J.(2012).Leader-follower congruence in proactive personality and work outcomes:The mediating role of leader-member exchange.Academy of Management Journal,55(1),111-130.