伦理型领导如何影响员工创造力:心理安全感与关系的作用

基于认知评价理论,以配对的328组员工为样本,探讨了伦理型领导与员工创造力的关系,及心理安全感、上下级关系在这一关系中的作用。结论:伦理型领导与员工心理安全感正相关;上下级关系与伦理型领导的交互作用强化了员工的心理安全感;心理安全感中介了伦理型领导对员工创造力的影响;上下级关系调节了心理安全感对伦理型领导与创造力关系间的中介作用。     

Building up resources in the relationship between work–family conflict and burnout among firefighters: moderators of guanxi and emotion regulation strategies

This study investigated the moderating effects of supervisor–subordinate “guanxi” alongside relevant emotional regulation strategies, including cognitive reappraisal and expressive suppression, undertaken by 402 firefighters experiencing burnout caused by work–family conflict, as revealed through the application and analysis of the job demands–resources model. According to the regression model for the moderating effects, high levels of supervisor–subordinate guanxi may improve the relationship between work–family conflict and burnout, while frequent suppression of expressivity may enhance this relationship. Moreover, when supervisor–subordinate guanxi is high, cognitive reappraisal may effectively mitigate the relationship between work–family conflict and burnout. To this end, both guanxi and cognitive reappraisal are crucial for supporting emotional regulation in the workplaces of ethnic Chinese societies.     

Investigating the role of psychological contract breach on career success: Convergent evidence from two longitudinal studies

The current study extends past research by examining leader–member exchange as a mediator of the relationship between employee reports of psychological contract breach and career success. In addition, we tested a competing perspective in which we proposed that performance mediators (i.e., in-role performance and organizational citizenship behaviors) will mediate the breach–career success relationship. Subjective and objective indicators of career success were assessed using supervisor-rated promotability and archival data on actual promotion decisions, respectively. In Sample 1, we found that supervisor-rated leader–member exchange (T1) mediated the relationship between breach (T1) and objective career success after 2 years. In sample 2, we replicated and extended these results using a three wave measurement over three years. Specifically, we found that leader–member exchange (T2) mediated the relationship between relational breach (T1) and subjective (T2) and objective (T3) career success. Performance-based mediators at T2 were no longer significant when regressed together with leader–member exchange and relational breach, ruling out alternative mediator explanations.     

The relationship between person–team fit with supervisor–subordinate guanxi and organizational justice in a Chinese state‐owned enterprise

The study examines how subordinates’ perceptions of justice in Chinese working teams are influenced by the person–team fit (or the misfit) of the supervisor–subordinate guanxi (SSG). We tested our hypotheses on a sample of 1,086 employees from 149 work groups in one state‐owned enterprise; using a combination of cross‐level polynomial regression and response surface analysis. The results showed that subordinates’ perceptions of justice, in terms of procedural, interactional, and distributive justice, were higher when individual SSG was congruent with the average SSG in the team (TSSG) at a high level than when an individual SSG was congruent with TSSG at a low level. Meanwhile, in the misfit situation, subordinates’ perceptions of the three dimensions of justice were higher when the individual SSG relative to TSSG (relative SSG, or RSSG) was surplus (individual SSG exceeded TSSG) versus RSSG deficient (TSSG exceeded individual SSG). Nevertheless, the subordinates’ perceptions of distributive justice were the highest when SSG and TSSG were almost equal in high level, as observed by integrating the fit with the misfit line. These findings highlight the important boundary cultural conditions of the psychological processes of justice and provide useful insights for international managers conducting their business in China.     

Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations

Paternalistic leadership (PL) is the prevalent leadership style in Chinese business organizations. With an approach similar to patriarchy, PL entails an evident and powerful authority that shows consideration for subordinates with moral leadership. Although PL is widespread in Chinese business organizations, very few studies have focused on this leadership style and those that have were simply conceptual analyses and not empirical studies. We sampled 543 subordinates from local businesses in Taiwan to investigate PL, Western transformational leadership, and subordinate responses to these two leadership styles. Our hypotheses were as follows: (1) PL has a significant and unique effect on subordinate responses compared to Western transformational leadership; (2) there exists an interaction between the three elements of PL (benevolence, morality, and authoritarianism) and subordinate responses; and (3) the authority orientation of a subordinate's traditionality has a moderating effect upon the relation between PL and subordinate responses. Statistical analyses generally supported these hypotheses. Directions for follow-up studies are offered and implications for leadership theory and practice are discussed.     

Reciprocity of trust in the supervisor–subordinate relationship: The mediating role of autonomy and the sense of power

This article develops and tests a model of reciprocal trust between supervisor and subordinate. Drawing from literature on trust and control and on the approach/inhibition theory of power, the authors present a model in which supervisor trust is suggested to enhance subordinate reciprocal trust through increased work-related autonomy and a heightened sense of power. The mediator analysis using the two-level full structural model confirmed that the relationship between supervisor trust and subordinate trust was partially mediated by the suggested chain of variables. The article responds to a call for empirical studies on reciprocal trust and offers a complementary mechanism for trust building beside characteristics and relationship-based approaches.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

组织中的不当督导及相关研究

不当督导是指员工对于主管持续地表现出语言性或非语言性敌意行为的程度的知觉。相关的实证研究表明主管的不当督导行为对员工心理及行为反应、员工工作态度以及绩效等诸多变量均存在一定的影响;而主管的心理契约违背及不公正知觉、下属的某些特征以及行业环境的不确定性等因素则对不当督导具有一定的预测力。今后的研究还有必要加强对不当督导的预防和干预等六方面问题的探讨。     

领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

Confucianism and the Lack of the Development of the Self Among Korean American Women

In this essay, I will examine how the societal attribution of women's subordinate role in society influences their psychological health and results in the undesirable effect of broken relationships. I will argue that (1) Confucianism has been a major influence in creating a subordinate role for women in Korea; (2) the societal expectation of women's subordinate role contributes to the arrest in the development of the self in women; and (3) the lack of the development of the self among women brings further broken relationships by causing in women grandiosity, low self-esteem, and a pervasive sense of shame.