谦逊领导的影响机制和效应:一个人际关系视角

谦逊是中华民族的传统美德,然而,现代社会的激烈竞争使得谦逊的有效性受到质疑。传统与现代观点的矛盾使得组织领导对是否表现谦逊以及如何表现谦逊产生疑问。本文基于人际关系视角,探究谦逊领导对员工组织公民行为的影响效应,以及在这个过程中下属归因的领导谦逊动机的作用。采用两阶段295份领导下属配对问卷调查,结果表明在控制了领导成员交换关系之后,谦逊领导通过提高与下属的关系亲近性促进下属的组织公民行为(建言和帮助行为)。同时,当下属归因的领导谦逊印象管理动机高时,谦逊领导的积极作用会被削弱。本文之后讨论了研究贡献以及未来的研究方向。     

道德型领导者得到了什么？道德型领导、团队平均领导-部属交换及领导者收益

道德型领导是新近提出的一种领导理论,大量研究证实这种领导方式会对员工和组织带来积极影响。然而,在领导过程中处于主体地位的领导者从中获得了什么收益却较少受到关注。以50个工作团队的248名员工为研究对象,本研究基于社会交换理论考察了道德型领导与个体层次和团队层次上领导者收益的关系及其作用过程。跨层次分析结果表明：(1)道德型领导对个体层次的员工对领导的认知信任和情感信任,以及团队层次的团队绩效和领导者绩效均有显著正向作用;(2)团队平均领导-部属交换中介了道德型领导与下属对领导者的认知信任、情感信任以及团队绩效的关系,但在道德型领导与领导者绩效关系间无显著中介作用。本文揭示了道德型领导者在领导过程中获得的“收益”以及团队层次社会交换的中介作用,为道德型领导和团队社会交换的研究提供了启示。     

Exchange through emoting: An emotional model of leader–member resource exchanges

Despite research suggesting that emotional interactions pervade daily resource exchanges between leaders and members, the leader–member exchange (LMX) literature has predominantly focused on the interplay between general affective experiences and the overall relationship quality. Drawing upon the affect theory of social exchange, we examine why and how discrete exchange imbalance engenders distinct emotions and shapes downstream work behaviors of the members. Results from a preregistered experimental study with 247 participants and an experience sampling study with time-lagged reports from 79 leaders and 145 members show that a positively imbalanced exchange increases members’ subsequent leader-directed helping via gratitude (but not via shame) and that a negatively imbalanced exchange increases members’ subsequent risk-taking via pride (but not via anger). Moreover, the intensity of such effects hinges upon the average level of resource contributions of leader–member dyads. Our research casts light on the role of transient emotions in dynamic resource exchanges between leaders and members and enriches our knowledge of within-dyad fluctuations of social exchanges.     

The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange

ABSTRACT

Attachment styles can predict the quality of organizational relationships, particularly in reference to leader–member exchange (LMX). However, there is much work to be done in articulating and summarizing these findings and in detecting gaps in the literature. This systematic review fills a critical niche by providing a review of the attachment/LMX relationship. Using the PRISMA framework, this review integrates research on attachment styles and LMX by evaluating associations between secure, anxious, and avoidant attachment styles with LMX for leaders and followers. Across 10 studies, we review the evidence for associations between leader and follower attachment and LMX. We seek to investigate if secure attachment is associated with high-quality LMX and if insecure attachment is associated with lower quality LMX. Our review in general provides mixed support for these propositions, although the association of avoidant attachment for followers with LMX received consistent support. Furthermore, our results highlight the need to consider potential moderating and mediating factors within the attachment/LMX relationship. Based on the patterns of these relationships and the methodological gaps in the literature, we discuss the managerial implications for attachment styles in work and organizational psychology and suggest several directions for future research on the attachment–LMX relationship.     

情绪调节对工作倦怠的影响作用分析

情绪调节是工作倦怠的一个重要预测变量。实证研究表明, 压抑负面情绪和采用表面表演策略是情绪调节导致工作倦怠的主要原因; 而情绪智力、工作自主等个体因素和组织因素对于情绪调节与工作倦怠的关系具有重要的调节效应。情绪调节对工作倦怠作用机制的理论解释包括面部表情理论、资源保存理论和情绪的社会功能。在此基础上建立了综合的理论模型来分析情绪调节对工作倦怠的作用机制, 提出应该深入探讨组织支持、领导行为和情感文化的调节效应, 并从人力资源管理实践的角度采取预防与干预措施。