ISSN 0439-755X
CN 11-1911/B
主办：中国心理学会
　　　中国科学院心理研究所
出版：科学出版社

心理学报 ›› 2015, Vol. 47 ›› Issue (5): 653-662.doi: 10.3724/SP.J.1041.2015.00653

• 论文 • 上一篇    下一篇

自我牺牲型领导对下属工作绩效的影响机制 ——战略定向与领导认同的中介作用

李晔1;张文慧2;龙立荣3   

  1. (1华中师范大学心理学院暨青少年网络心理与行为教育部重点实验室, 武汉 430079) (2中南财经政法大学工商管理学院, 武汉430073) (3华中科技大学管理学院, 武汉 430074)
  • 收稿日期:2014-07-07 发布日期:2015-05-25 出版日期:2015-05-25
  • 通讯作者: 龙立荣, E-mail: lrlong@mail.hust.edu.cn
  • 基金资助:

    国家自然科学基金重点项目(71232001)。

How Self-sacrificial Leadership Influences Subordinates’ Work Performance: The Mediating Roles of Strategic Orientation and Supervisor Identification

LI Ye1; ZHANG Wenhui2; LONG Lirong3   

  1. (1School of Psychology,Central China Normal University；Key Laboratory of Adolescent Cyberpsychology and Behavior, Ministry of Education, Wuhan 430079, China) (2School of Business and Management,Zhongnan University of Economics and Law, Wuhan 430073, China) (3School of Management, Huazhong University of Science and Technology, Wuhan 430074, China)
  • Received:2014-07-07 Online:2015-05-25 Published:2015-05-25
  • Contact: LONG Lirong, E-mail: lrlong@mail.hust.edu.cn

PDF (PC)

4150

摘要：

本研究采用领导—下属配对问卷调查方法, 从认知观与关系观视角检验自我牺牲型领导影响下属任务绩效与组织公民行为的中介机制, 具体包括战略定向与领导认同的中介作用。结果表明, 自我牺牲型领导与下属的任务绩效与组织公民行为正向关系显著；战略定向在自我牺牲型领导与下属的任务绩效以及自我牺牲型领导与下属的组织公民行为中起着部分中介作用；领导认同在自我牺牲型领导与下属的任务绩效之间起着完全中介作用；而领导认同在自我牺牲型领导与下属的组织公民行为间起着部分中介作用。

关键词: 自我牺牲型领导, 战略定向, 领导认同, 工作绩效

Abstract:

Self-sacrificial leaders are willing to abandon or postpone personal interests in order to achieve organizational or group goals. They act as role models and motivate the followers to engage in similar behaviors. The mechanism through which self-sacrificial leadership influences followers’ behavior, however, is still unclear. The current paper explores potential mediators between self-sacrificial leadership and subordinates’ work performance from cognitive and relational perspectives, specifically by examining strategic orientation and supervisor identification. The research highlights psychological effects of self-sacrificial leadership on subordinates’ work performance. Data were collected from 54 leaders and 224 subordinates. The leaders evaluated their subordinates’ work performance and their organizational citizenship behavior. The subordinates rated their leaders in terms of self-sacrificial leadership, and reported their own strategic orientation and identification with the leader. The results indicated that self-sacrificial leadership was positively related to subordinates’ task performance and organizational citizenship behavior. Strategic orientation partially mediated the relationship between self-sacrificial leadership and subordinates’ task performance, and the relationship between self-sacrificial leadership and organizational citizenship behavior. supervisor identification fully mediated the relationship between self-sacrificial leadership and subordinates’ task performance. In addition, identification with the leader partially mediated the relationship between self-sacrificial leadership and subordinates’ organizational citizenship behavior. In conclusion, the present research, with a cross-level design, examined the mechanism through which self-sacrificial leadership influences subordinates’ work performance. The research expands our understanding of the psychological mechanisms between self-sacrificial leadership and followers’ behavior. It has significant implications for managerial practice.

Key words: self-sacrificial leadership, strategic orientation, supervisor identification, work performance