心理学报 ›› 2019, Vol. 51 ›› Issue (1): 117-127.doi: 10.3724/SP.J.1041.2019.00117
侯楠1, 彭坚2,*
收稿日期:
2017-08-04
发布日期:
2018-11-26
出版日期:
2019-01-25
通讯作者:
彭坚
HOU Nan1, PENG Jian2,*
Received:
2017-08-04
Online:
2018-11-26
Published:
2019-01-25
Contact:
PENG Jian
摘要:
当今复杂多变的环境呼吁领导者应采取双元领导策略, 以平衡组织内部的相异诉求。恩威并施是我国传统文化塑造的一种具有双元特性的典型领导行为, 被大量学者视为提升下属产出的有效方式。然而, 以往研究忽略了“施恩” (仁慈领导行为)和“立威” (威权领导行为)不同组合对下属工作产出的差异化影响及其内部机理。为了弥补这些不足, 文章通过引入追随力理论, 探讨了施恩和立威组合情况如何塑造下属执行力进而影响工作绩效。采用多项式回归和响应面分析方法, 对130份两时间点上下级配对数据进行分析, 发现:(1)在施恩与立威水平相当情况下, 恩威皆高时下属积极执行程度要高于恩威皆低; (2)在施恩与立威水平不一致情况下, 恩多威寡时下属积极执行程度要高于威多恩寡; (3) 施恩与立威组合情况对下属积极执行的影响能够波及至下属工作绩效, 其中, 恩威皆高通过积极执行对工作绩效间接效应是最强的。以上结果细化了学界对恩威并施作用效果的认识, 对双元领导、追随力和工作绩效等研究领域均有一定的启发意义。
中图分类号:
侯楠, 彭坚. (2019). 恩威并施、积极执行与工作绩效 ——探索中国情境下双元领导的有效性. 心理学报, 51(1), 117-127.
HOU Nan, PENG Jian. (2019). Authoritarian-benevolent leadership, active implementation and job performance: An investigation on the effectiveness of ambidextrous leadership in the Chinese context. Acta Psychologica Sinica, 51(1), 117-127.
模型 | χ2 | df | χ2/df | RMSEA | NFI | CFI | TLI |
---|---|---|---|---|---|---|---|
四因素:AL; BL; JJZX; JP | 63.05 | 29 | 2.17 | 0.09 | 0.92 | 0.95 | 0.93 |
三因素:AL + BL; JJZX; JP | 223.87 | 32 | 7.00 | 0.22 | 0.71 | 0.74 | 0.64 |
二因素:AL + BL + JJZX; JP | 149.41 | 34 | 4.39 | 0.16 | 0.81 | 0.84 | 0.79 |
单因素:AL + BL + JJZX + JP | 432.43 | 35 | 12.36 | 0.30 | 0.45 | 0.46 | 0.30 |
表1 验证性因素分析结果
模型 | χ2 | df | χ2/df | RMSEA | NFI | CFI | TLI |
---|---|---|---|---|---|---|---|
四因素:AL; BL; JJZX; JP | 63.05 | 29 | 2.17 | 0.09 | 0.92 | 0.95 | 0.93 |
三因素:AL + BL; JJZX; JP | 223.87 | 32 | 7.00 | 0.22 | 0.71 | 0.74 | 0.64 |
二因素:AL + BL + JJZX; JP | 149.41 | 34 | 4.39 | 0.16 | 0.81 | 0.84 | 0.79 |
单因素:AL + BL + JJZX + JP | 432.43 | 35 | 12.36 | 0.30 | 0.45 | 0.46 | 0.30 |
变量 | 平均数 | 标准差 | 1 | 2 | 3 | 4 |
---|---|---|---|---|---|---|
1 开放-闭合双元领导 | 0.24 | 0.27 | ||||
2 仁慈领导行为 | 4.07 | 0.73 | -0.12 | |||
3 威权领导行为 | 2.89 | 0.88 | 0.36** | -0.12 | ||
4 积极执行 | 4.34 | 0.62 | -0.24** | 0.66** | -0.07 | |
5 工作绩效 | 4.12 | 0.65 | -0.09 | 0.33** | 0.07 | 0.33** |
表2 主要研究变量的平均数、标准差和相关系数
变量 | 平均数 | 标准差 | 1 | 2 | 3 | 4 |
---|---|---|---|---|---|---|
1 开放-闭合双元领导 | 0.24 | 0.27 | ||||
2 仁慈领导行为 | 4.07 | 0.73 | -0.12 | |||
3 威权领导行为 | 2.89 | 0.88 | 0.36** | -0.12 | ||
4 积极执行 | 4.34 | 0.62 | -0.24** | 0.66** | -0.07 | |
5 工作绩效 | 4.12 | 0.65 | -0.09 | 0.33** | 0.07 | 0.33** |
变量 | 积极执行 | ||
---|---|---|---|
模型1 | 模型2 | 模型3 | |
常数项 | 4.33** | 4.39** | 4.27** |
性别差异 | -0.06 | -0.031 | -0.01 |
年龄差异 | -0.01 | -0.01 | -0.01 |
学历差异 | 0.04 | 0.09 | 0.14 |
任职时间差异 | -0.01 | -0.01 | -0.01 |
共事时长 | 0.02** | 0.01 | 0.01 |
开放×闭合 | -0.43* | -0.40* | -0.52** |
自变量 | |||
仁慈领导行为(X)b1 | 0.52** | 0.49** | |
威权领导行为(Y)b2 | 0.59 | -0.02 | |
仁慈平方(X2)b3 | 0.12* | ||
仁慈×威权(X×Y)b4 | 0.08 | ||
威权平方(X2)b5 | 0.09* | ||
R2 | 0.14 | 0.47 | |
ΔR2 | 0.33** | 0.04* |
表3 多项式回归结果
变量 | 积极执行 | ||
---|---|---|---|
模型1 | 模型2 | 模型3 | |
常数项 | 4.33** | 4.39** | 4.27** |
性别差异 | -0.06 | -0.031 | -0.01 |
年龄差异 | -0.01 | -0.01 | -0.01 |
学历差异 | 0.04 | 0.09 | 0.14 |
任职时间差异 | -0.01 | -0.01 | -0.01 |
共事时长 | 0.02** | 0.01 | 0.01 |
开放×闭合 | -0.43* | -0.40* | -0.52** |
自变量 | |||
仁慈领导行为(X)b1 | 0.52** | 0.49** | |
威权领导行为(Y)b2 | 0.59 | -0.02 | |
仁慈平方(X2)b3 | 0.12* | ||
仁慈×威权(X×Y)b4 | 0.08 | ||
威权平方(X2)b5 | 0.09* | ||
R2 | 0.14 | 0.47 | |
ΔR2 | 0.33** | 0.04* |
估计参数 | 积极执行 |
---|---|
一致性线X = Y | |
斜率(b1 + b2) | 0.47** |
曲率(b3 + b4 + b5) | 0.29 |
不一致性线X = -Y | |
斜率(b1 - b2) | 0.51** |
曲率(b3 - b4 + b5) | 0.13 |
表4 响应面系数检验
估计参数 | 积极执行 |
---|---|
一致性线X = Y | |
斜率(b1 + b2) | 0.47** |
曲率(b3 + b4 + b5) | 0.29 |
不一致性线X = -Y | |
斜率(b1 - b2) | 0.51** |
曲率(b3 - b4 + b5) | 0.13 |
模型 | 前半段路径系数 | 后半段路径系数 | 中介效应 | 95%置信区间 |
---|---|---|---|---|
恩威并施组块变量→积极执行→工作绩效 | 0.66** | 0.24* | 0.16 | [0.03, 0.35] |
恩威皆高→积极执行→工作绩效 | 9.60* | 0.28* | 2.69 | [0.30, 5.56] |
恩威皆低→积极执行→工作绩效 | 0.76*** | 0.28* | 0.21 | [0.05, 0.42] |
恩多威寡→积极执行→工作绩效 | 5.92* | 0.28* | 1.66 | [0.17, 3.40] |
威多恩寡→积极执行→工作绩效 | 3.16* | 0.28* | 0.88 | [0.09, 2.02] |
表5 中介效应检验结果
模型 | 前半段路径系数 | 后半段路径系数 | 中介效应 | 95%置信区间 |
---|---|---|---|---|
恩威并施组块变量→积极执行→工作绩效 | 0.66** | 0.24* | 0.16 | [0.03, 0.35] |
恩威皆高→积极执行→工作绩效 | 9.60* | 0.28* | 2.69 | [0.30, 5.56] |
恩威皆低→积极执行→工作绩效 | 0.76*** | 0.28* | 0.21 | [0.05, 0.42] |
恩多威寡→积极执行→工作绩效 | 5.92* | 0.28* | 1.66 | [0.17, 3.40] |
威多恩寡→积极执行→工作绩效 | 3.16* | 0.28* | 0.88 | [0.09, 2.02] |
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