中国组织情境下的领导有效性：对变革型领导、领导-部属交换和破坏型领导的元分析

以91项实证研究(92个独立样本, 33517名员工)为对象, 综合使用元分析、相对权重分析和结构方程技术, 考察了中国组织情境下领导方式的有效性问题。研究者从导向(行为-关系)和性质(积极-消极)两个方面, 选择了变革型、领导-部属交换和破坏型3种领导方式; 从产出类型(态度-行为)方面, 选择了下属工作满意度、情感承诺、留职意愿、任务绩效和组织公民行为5种有效性指标。结果表明：(1)变革型领导和领导-部属交换与员工积极性态度和行为正相关, 破坏型领导与员工积极性态度和行为负相关。(2)三种领导方式的有效性有所不同：在对下属态度的影响上, 领导-部属交换作用最强, 变革型领导次之, 破坏型领导最弱; 在对下属行为的影响上, 破坏型领导作用最强, 领导-部属交换次之, 变革型领导最弱。(3)关系导向领导方式在行为导向领导方式与下属反应关系中起部分中介作用, 即除了直接影响, 变革型和破坏型领导还通过提高和降低领导-部属交换质量影响下属态度和行为。

Leadership Effectiveness in the Chinese Context: A Meta-Analysis of Transformational Leadership, Leader-Member Exchange and Abusive Supervision

The leadership effectiveness in the Chinese context was examined through a meta-analytical review of 33517 employees from 92 samples.The study was conducted to investigate the relationship between two behavior-oriented(transformational leadership,and abusive supervision),one relationship-oriented leadership(leader-member exchange),three attitudinal(job satisfaction,affective commitment,and stay intention),and two behavioral criteria(task performance,and organizational citizenship behavior).Results indicated that:(1) Transformational leadership and leader-member exchange were positively,while abusive supervision was negatively related to all criteria.(2) Leader-member exchange showed greatest validity,followed by transformational leadership and abusive supervision in predicting follower attitudes,while in terms of follower behaviors,abusive supervision mattered most,followed by leader-member exchange and transformational leadership.(3) Relationship-oriented leadership partially mediated the association of behavior-oriented leadership with attitudinal and behavioral criteria.