你和上司合拍吗?组织中的上下级匹配

上下级匹配, 作为影响领导-下属良性互动的关键因素, 近几年逐渐成为组织管理研究中的前沿话题。上下级匹配是指领导和下属在心理或行为特征方面的契合度, 包括一致性匹配和互补性匹配两种类型, 其测量方式也涉及直接测量与间接测量。从现有文献来看, 研究者主要考察了领导-下属在人格特质、社会认知、心理状态、工作行为和关系因素等方面的匹配效应, 涉及心理过程和互动过程两大中介机制, 个体因素和情境因素两大调节机制。未来研究可以关注传统性、面子意识等本土心理特征的匹配效应, 或者对现有的中介、调节机制进行拓展。     

授权型领导的负面效应：理论机制与边界条件

已有研究主要关注授权型领导的正面影响, 然而, 新近的研究表明授权型领导可能也会引发潜在的负面效应。针对此问题, 首先界定了授权型领导的概念及其核心特征。其次, 基于双重任务加工效应、角色理论和内隐领导理论, 阐释了授权型领导负面效应的理论机制, 并进一步分析和总结了授权型领导的有效性在何种条件下能够实现。最后, 提出了授权型领导负面效应未来研究方向的建议。     

魅力型领导与军事团队绩效：军政双主官的交互效应及士气的中介

我军广泛实行分工负责军事和政治工作的平级双领导体制,两名主官的相互作用可能产生额外影响效果。本研究在“连”这一双领导军事团队中,构建了一个以士气为中介的交互效应模型,考察连长和指导员的魅力型领导对连队绩效的影响。对350名军校士兵学员进行问卷调查,结果显示：（1）连长和指导员的魅力型领导对连队绩效具有交互效应。（2）士气在连长、指导员的魅力型领导与连队绩效之间均具有中介效应。（3）连长、指导员的魅力型领导对连队绩效的交互效应受到士气的中介。（4）双主官的交互效应为补偿式：与低魅力型领导搭档时,高魅力型领导的积极效果凸显,但两位高魅力型领导的协同效应不显著。     

不同社会群体特征对内隐领导因素的影响

研究发现,中国人内隐领导理论的内容由个人品德、目标有效性、人际能力和多面性四个因素构成。不同的年龄、职业和教育水平等评分者的特点,对领导诸因素的评分有着显著的影响。综合分析发现,教育水平是影响内隐领导因素评分的主要变量。另外,各组都倾向于把人际能力作为领导最大的特质来加以评分。     

Antecedents of daily team job crafting

This study investigated potential antecedents of team job crafting defined as the extent to which team members engage together in increasing (social and structural) job resources and challenges, and decreasing hindering job demands. Mindful of the teamwork literature, we hypothesized that individual employee factors (self-efficacy for teamwork, daily affect), team features (team cohesion, climate) and the organizational context of teams (engaging leadership and organizational resources for teamwork) relate positively to daily team job crafting behaviour. Data were collected among 46 multi-professional rehabilitation teams whose members completed two daily surveys after their weekly meetings. Multilevel regression analyses showed that self-efficacy for teamwork and team members’ positive affect were positively associated with team job crafting behaviour at the individual (within-team) level. In addition, a team climate characterized by a clear vision of the teams’ targets, supportiveness and innovation and connecting leadership were positively related to daily team job crafting at both the within- and between-team levels of the data. Overall, the study offers novel insights into the antecedents of teams’ daily job crafting behaviours. For practice, the results suggest that actions and interventions conducive to positive team processes offer the most promising route to enhancing team job crafting behaviour.     

Linking daily ethical leadership to followers’ daily behaviour: the roles of daily work engagement and previous abusive supervision

The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed.     

中国情境下团队伦理决策的过程机制及影响因素

尽管绝大多数商业伦理决策都是由团队而非个人所做出的,但目前对团队伦理决策的研究还很少,尤其缺乏基于理论的深入研究。在前人研究的基础上,借鉴个体伦理决策和团队决策方面的研究成果,结合中国文化强调反省、中庸、威权领导等特点,我们对团队伦理决策的过程机制及影响因素的作用模式展开理论驱动的深入研究。具体来讲,将综合利用多种方法来进行两个方面的4项子研究。在团队伦理决策的过程机制方面,拟开展团队伦理决策的过程机制模型构建研究,然后聚焦于团队伦理决策和个体伦理决策的核心区别,展开基于社会决策图式理论的团队伦理决策观点整合机制研究;在团队伦理决策的影响因素作用模式方面,拟从成员和领导两个方面来进行:基于信息加工和团队冲突的成员多样性对团队伦理决策的影响机制研究,基于信息取样模型的领导特征对团队伦理决策的影响机制研究。     

仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用

探究仁慈领导与员工创新行为的关系,以及在该关系中内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用。以68名主管和215名员工为对象,通过对两阶段主管-员工配对调查所获取的数据进行分析,结果表明:(1)仁慈领导可以借助内部人身份感知的中介作用,对员工创新行为产生积极的影响;(2)领导-部属交换关系差异化能调节仁慈领导和内部人身份感知的关系,即当关系差异化水平越高,仁慈领导与内部人身份感知之间的正向关系越强;(3)领导-部属交换关系差异化能调节内部人身份感知在仁慈领导与员工创新行为关系间的中介作用,表现为被调节的中介作用模式,即领导-部属交换关系差异化水平越高,仁慈领导与员工创新行为之间通过内部人身份感知的间接关系越强。