ISSN 1671-3710
CN 11-4766/R
主办：中国科学院心理研究所
出版：科学出版社

心理科学进展 ›› 2017, Vol. 25 ›› Issue (1): 133-144.doi: 10.3724/SP.J.1042.2017.00133

• 研究前沿 • 上一篇    下一篇

主管忠诚：概念内涵、影响因素与结果

李海东1;段锦云2; 曾 恺3   

  1. (1景德镇陶瓷大学管理与经济学院, 景德镇 333403) (2苏州大学心理学系, 苏州 215123) (3浙江大学管理学院, 杭州 310058)
  • 收稿日期:2016-03-24 出版日期:2017-01-15 发布日期:2017-01-15
  • 通讯作者: 段锦云, E-mail: mgjyduan@hotmail.com
  • 基金资助:

    教育部人文社会科学研究青年基金项目(15YJC6300 54); 浙江省软科学项目(2015C35010); 浙江省自然科学基金(LQ16G020010); 浙江省教育厅科研项目(Y201430901)。

The concept, antecedents and consequences of loyalty to supervisor

LI Haidong1; DUAN Jinyun2; ZENG Kai3   

  1. (1 College of Economy and Management, Jingdezhen Ceramic Institute, Jingdezhen 333403, China) (2 Department of Psychology, Soochow University, Suzhou 215123, China) (3 School of Management, Zhejiang University, Hangzhou 310058, China)
  • Received:2016-03-24 Online:2017-01-15 Published:2017-01-15
  • Contact: DUAN Jinyun, E-mail: mgjyduan@hotmail.com

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摘要：

主管忠诚是指下属在心理上认同主管、内化主管的价值观, 并表现依附行为, 愿意将主管的利益置于个人利益之上, 并且主动为主管付出的行为。目前, 主管忠诚构念主流的测量模型包括西方的情感性、规范性和持续性三维结构模型, 华人学者陈镇雄提出的认同、内化、奉献、依附、努力五维模型, 以及姜定宇等学者提出的认同内化、牺牲奉献、服从不二、业务辅佐、主动配合五维度模型。影响主管忠诚的相关因素主要包括个体特征因素、领导因素和情境因素。在结果变量方面, 主管忠诚与员工绩效、员工工作态度和员工工作行为等个体水平变量之间的关系是当前学者们关注的焦点。今后研究的重点包括人格因素对主管忠诚的影响、主管忠诚的负面效应、探索员工主管忠诚的动态演化以及从“以人为中心”的角度研究主管忠诚等。

关键词: 主管忠诚, 组织承诺, 东西方比较, 影响因素, 结果变量

Abstract:

Loyalty to supervisor refers to the relative strength of subordinates’ identification and internalization with supervisor and their values. An employee with high loyalty to his/her leader would show more attachment behavior like sacrifice and dedication towards leader. The mainstream measurement model of loyalty to supervisor has three types: (1) three-dimensional structure model consists affective commitment, normative commitment and continuance commitment in the west. (2) five-dimensional scale proposed by Chen et al. which consists identification with supervisor, internalization of supervisor’s values, dedication to supervisor, attachment to supervisor, and extra effort for supervisor; (3) five-dimensional model includes identification with supervisor and internalization of the supervisor’s values, initiative accommodation, task assistance, obedience, and sacrifice for supervisor raised by Jiang et al.. The existing empirical research have identified that individual characteristics, leaders’ factors, cultural and organizational context all have influence on loyalty to supervisor. Besides, the consequences of loyalty to supervisor such as job performance, organizational citizenship behavior, turnover intention, job satisfaction, supervisor- subordinate conflicts have become a hot focus to scholars. The future orientation of such research may consist of the effect of personality factors on loyalty to supervisor, the negative effects of loyalty to supervisor, the dynamic evolution of loyalty to supervisor, and the "person-centered" approach of supervisory loyalty.

Key words: loyalty to supervisor, organizational commitment, comparison of eastern and western, antecedents, consequences