领导每日消极反馈对员工创造力的影响机制

关于领导消极反馈对员工创造力的影响,现有文献存在相互矛盾的观点。基于反馈干预理论,采用经验取样法探讨不同目标导向个体对领导每日消极反馈的差异性反应,以及由此导致的不同创造力水平。对来自95名被试716个观察值的多层次路径分析发现:对高证明目标导向的员工而言,领导每日消极反馈通过促进当晚问题解决反思,提升了第二天的创造力。对高回避目标导向的员工而言,领导每日消极反馈通过引发当晚情感反刍,抑制了第二天的创造力。以上研究发现有助于全面揭示领导消极反馈对员工创造力的影响效应,为领导力发展与组织创新管理提供有益借鉴。     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

威权领导对员工沉默行为的影响:一个有调节的中介效应模型

采用249对领导与员工的配对数据,考察了威权领导对员工沉默行为的影响,以及情感信任的中介作用和权力距离的调节效应。结果表明：（1）威权领导对员工沉默行为有正向影响;（2）员工对上司的情感信任在威权领导与沉默行为之间起完全中介作用;（3）员工权力距离导向对威权领导与情感信任之间关系具有调节作用,权力距离导向越高,威权领导对情感信任的影响越低;（4）进一步地,权力距离导向还调节着情感信任对威权领导与沉默行为的中介效应,即存在有调节的中介效应。     

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

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。     

成就目标导向、团队绩效控制对员工创造力的跨层次影响

成就目标导向在团队绩效控制情境下能否有效预测员工创造力是个值得关注的话题。以研发团队为研究对象, 运用线性阶层模型考察了三者间的跨层次关系。结果发现, 低绩效控制下, 精熟目标导向、表现–趋近导向对创造力有正向影响, 表现-回避导向有负向影响; 高绩效控制下, 精熟导向对创造力有“S型”非线性影响, 表现-回避导向有正向影响。结果表明, 高精熟目标导向在高绩效控制情境下抑制员工创造力, 而表现导向也并非总是与缺乏创造力联系起来, 提高表现-回避导向个体的绩效控制程度或者降低表现-趋近导向个体的绩效控制程度同样可以促进创造力。启示在于, 管理者不仅应关注成就导向的个体差异, 更应重视构建相应的绩效控制情境, 从二者交互作用出发激活员工创造力。     

创业团队目标导向、内隐协调与创造力的关系研究

基于目标导向理论和内隐认知理论,探讨了团队目标导向对团队创造力的影响,以及内隐协调在其中所起的作用。通过分析参加浙江省大学生挑战杯创业大赛的100个团队的有效数据,得出团队学习目标导向和团队绩效趋向目标导向能够正向影响团队创造力,团队绩效规避目标导向能够负向影响团队创造力;团队学习目标导向和团队绩效趋向目标导向对内隐协调产生显著正向影响;内隐协调分别在团队学习目标导向和团队绩效趋向目标导向与团队创造力的关系中起完全中介作用的结果。     

工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

授权型领导对员工反馈寻求行为的影响机制：领导差异化授权两阶段的调节作用

从员工直接感知的角度编制领导差异化授权问卷,并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现：（1）授权型领导正向预测员工的领导认同与反馈寻求行为;（2）领导认同在授权型领导与反馈寻求行为中起中介作用;（3）领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用,即调节了中介过程的第一段（授权型领导−领导认同）与第二段（领导认同−反馈寻求行为）。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应,可为管理实践中促进反馈寻求行为提供科学参考。     

领导—部属交换对员工家庭贬损的影响研究：一个有调节的中介模型

关于领导-部属交换理论的研究主要集中在职场范围内,少有研究关注领导-部属交换对员工家庭生活的影响。本研究以工作家庭增益理论（Work-Family Enrichment Theory）、领导权变理论（Contingency Theory）为基础,构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及员工配偶为样本对研究假设进行了实证性检验,研究结果表明:（1）领导-部属交换对员工家庭贬损具有负向的影响;（2）领导-部属交换对员工资源获取具有正向的影响;（3）员工资源获取对员工家庭贬损具有负向影响;（4）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用;（5）下属的负向情感特质越强,领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。     

德行领导、关系与创造力:权力距离的调节作用

基于社会交换理论,通过分析275份员工及其领导的配对样本,探讨德行领导对员工创造力的影响机制。研究发现:(1)德行领导对上下级关系有显著的正向影响;(2)上下级关系在德行领导与员工创造力之间起部分中介作用;(3)权力距离调节了德行领导与上下级关系之间的作用,也调节了上下级关系在德行领导与员工创造力之间的中介作用。     

Anger and Gender Effects in Observed Supervisor-Subordinate Dyadic Interactions

This study investigates the effects of a supervisor's anger and supervisor's and subordinate's gender on evaluations made by observers of interacting supervisor-subordinate dyads. In a laboratory experiment, 370 undergraduates viewed one of eight video-tapes representing the conditions of the 2 (gender of supervisor) × 2 (gender of subordinate) × 2 (presence or absence of anger) design and then completed evaluations of the supervisor and the subordinate. A field study using 265 employees from three organizations replicated the laboratory results. In spite of constant dialogue in the interactions across all eight conditions, supervisors expressing anger were rated lower and female supervisors were rated higher by observers. Subordinates were rated higher when interacting with an angry supervisor and when interacting with a male supervisor. Main effects of supervisor's gender may reflect over-evaluation of unexpected, albeit average, performance. The joint supervisor and subordinate effects are interpreted as reflecting a dyadic rating effect in which high ratings assigned to one member of the dyad are accompanied by lower ratings assigned to the other member.     

上司不当督导与下属绩效:反馈寻求行为和学习目标定向的作用

本研究从下属反馈管理行为的视角来探索领导与下属的社会交换过程.具体为探讨下属的反馈寻求行为在上司不当督导与下属绩效之间的中介作用,下属的学习目标定向对上述过程中的调节作用.通过问卷法获得306名下属与上司的对偶数据,基于层级回归和Bootstrap分析的结果表明:上司不当督导不仅直接影响下属的绩效,还能通过抑制下属的反馈寻求行为间接地影响员工的绩效;下属的学习目标定向调节着上司不当督导与下属的反馈寻求行为的关系,当下属的学习目标定向越低,上司不当督导对反馈寻求行为的抑制作用更加明显.     

Supervisors' performance feedback to subordinates: The impact of subordinate performance valence and outcome dependence

The purpose of this study was to examine the effects of two variables on supervisors' performance feedback to subordinates: (1) the valence of the subordinate's performance, that is, whether the subordinate has performed well or poorly, and (2) the degree to which the supervisor's monetary outcomes are dependent on the subordinate's performance. It was hypothesized that supervisors would give subordinates feedback less often about instances of poor performance than about instances of good performance, but that when given, their feedback about poor performance would be more specific than their feedback about good performance. It was also hypothesized that supervisors would give feedback more often under conditions of high outcome dependence than under conditions of low outcome dependence. The results strongly supported the two performance valence hypotheses. The outcome dependence hypothesis was also supported, but only when the subordinate exhibited a pattern of gradually worsening performance. The implications of these findings are discussed, as are directions for future research.     

Perceived Cognitive Diversity and Creativity: A Multilevel Study of Motivational Mechanisms and Boundary Conditions

Adopting a motivational perspective on creativity, we theorized when and how perceived cognitive diversity in teams was associated with creativity by focusing on the mediating role of intrinsic motivation and the moderating role of learning orientation. We further expanded our contribution by examining these relationships at both the individual and team levels. We used a sample of 382 Chinese employee–supervisor pairs nested within 106 teams to test our hypotheses. The results revealed that, at both the individual and team levels, learning goal orientation significantly moderated the positive association between perceived cognitive diversity and intrinsic motivation such that the latter relationship became stronger as learning goal orientation increased. Furthermore, our findings confirmed that learning goal orientation enhanced the indirect positive relationship between perceived cognitive diversity and creativity through intrinsic motivation.     

Linking Failure Feedback to Individual Creativity: The Moderation Role of Goal Orientation

The sense-making theory of creativity is extended by identifying failure feedback as a process that shapes creative interpretations and actions. We also consider the moderating effect of goal orientation on the relationship between failure feedback and individual creativity, according to the sense-making theory. A 2-waves survey data from 345 R&D employees and their supervisors in five Chinese high-tech companies indicated: (a) supervisors’ failure feedback positively correlates with incremental and radical creative performance, (b) learning goal orientation strengthens the relationship between failure feedback and creativity, and (c) avoidance goal orientation attenuates the relationship between failure feedback and creativity. The findings suggest that goal orientations play roles in optimizing failure feedback effects on creativity outcomes.     

Variation in black anti-white bias and target distancing cues: factors that influence perceptions of "ambiguously racist" behavior

Experiment 1 indicated that when the White supervisor's negative treatment of a Black subordinate was unconstrained, participant race had no impact on attributions. Conversely, when the treatment was constrained, Black participants reported greater racist attributions than did White participants. Experiment 2 indicated that when the supervisor reported no response or a minimal negative response (i.e., indicating that he did not support his actions) after his negative treatment of the Black subordinate, Black participants reported greater racist attributions than did White participants. Conversely, when the supervisor's negative treatment was followed by a more extreme negative response, participant race had no impact on attributions. Experiment 3 indicated that Black participants were less likely than White participants to perceive a minimal negative response as reflecting a White supervisor's lack of support for his negative actions. Conversely, participant race had no impact on attributions of a Black supervisor's negative actions.     

Linking Feedback Quality and Goal Orientation to Feedback Seeking and Job Performance

Contemporary feedback researchers have adopted theoretical perspectives in which personal characteristics interact with aspects of the feedback environment to influence feedback-related perceptions, feedback seeking, and job performance. To test these assertions, this study incorporates implicit person theory, uncertainty reduction theory, and Korman's theory of work motivation (2001) to develop a model that links a critical aspect of the feedback environment (feedback quality) and goal orientation to perceptions of feedback utility, feedback seeking, role clarity, and task performance and organizational citizenship behaviors. Results from supervisor–subordinate dyadic data (N?=?202) obtained from employed students largely support the hypothesized model. Implications are discussed.     

EMPLOYEE SELECTION WITH THE PERFORMANCE PRIORITY SURVEY

Person-environment congruence, as defined in this series of studies, is the fit between the subordinate's perceptions of the requirements of the job, and the requirements of the supervisor or of the organization. Person-environment congruence is measured in this research by the Performance Priority Survey (PPS), a Q-sort procedure in which respondents rate the relative importance of work behaviors. The priorities of the organization (reported by supervisors) and the priorities of the subordinates (or applicants) are correlated to produce an agreement score. The agreement score for each supervisor-subordinate pair measures the degree of similarity between the perceptions of the relative importance of work behaviors for the job in question, as reported by both members of the pair. The agreement score is calculated in two ways: (a) between the report of the subordinate (or applicant) and the report of the immediate supervisor, and (b) between the report of the subordinate (or applicant) and the organizational culture (aggregated reports of supervisors). The agreement scores correlate significantly with performance ratings. The PPS has a lower adverse impact on African-Americans than a typical multiple-choice test. The PPS is proposed as a means for improving the validity of selection and for reducing adverse impact.     

规则适应视角下辱虐管理的成因机制

基于规则适应及资源依赖理论的解释视角,本研究考察了下属工作绩效与政治技能对上级辱虐的影响。通过对采集自两家企业的243对领导-下属的配对问卷进行分析,本研究的多项式回归与响应面分析表明,当下属的工作绩效(遵循做事显规则)与政治技能(遵循做人潜规则)在较高水平上保持一致时,其遭受的上级辱虐最少。但这种较高水平的一致只能维持在特定范围内,当两者过高时,反而易遭致上级的辱虐行为。同时,在工作绩效与政治技能存在差异的情境下,相比于"高工作绩效,低政治技能"的下属,"低工作绩效,高政治技能"的下属遭受的上级辱虐要更少。文章分析并证明了遵循不同规则的下属会导致不同程度的上级辱虐。