大中华地区主管领导风格与员工工作后果之关联：以自我观为调节变项
The Moderating Effects of Self-Views in the Relationships between Leadership Styles and Subordinates’ Work Consequences
DOI: 10.12677/VE.2013.21001, PDF, HTML, XML,   
作者: 张妤玥, 陆 洛, 周君倚：台湾大学商学研究所，台湾；陆昌勤：北京大学心理学系，北京
关键词: 转换型领导；交易型领导；自我观；文化； Transformational Leadership; Transactional Leadership; Self View; Culture
摘要: 本研究目的为探讨主管“转换型领导”与“交易型领导”风格与员工工作后果(包括：工作满意度、组织公民行为、组织承诺、工作绩效)之间的关联，并探讨员工自我观的调节作用。有效样本为784名全职员工，其中台湾样本446名，大陆样本338名。资料分析采用阶层回归来验证假设，结果显示：1) 转换型领导是四个后果变项的预测因子，交易型领导则是工作满意度与组织承诺的预测因子。2) 自我观会调节转换型领导与工作后果的关联。当员工具有高度“社会取向”自我观，会“强化”转换型领导对工作绩效的正向效果，会“弱化”交易型领导对工作满意度的正向效果。而当员工具有高度“个人取向”自我观，则会“弱化”交易型领导对组织公民行为的正向效果。显示员工之自我观为领导效能的重要权变因子。 The aim of this research was to explore the relations among supervisors’ transformational leadership, transactional leadership, and subordinates’ work outcomes (including job satisfaction, organizational commitment, organizational citizenship behavior, and job performance). Using structured questionnaires, a diverse sample of 784 full-time employees drawn from a variety of organizations in Taiwanand mainlandChinawas surveyed. Analyses revealed that transformational leadership was positively related to all four outcome variables in our study; whereas transactional leadership was positively related to job satisfaction and organizational commitment. More importantly, we found that the social-oriented self view enhanced the positive effect of transformational leadership on job performance but mitigated the positive effect of transformational leadership on job satisfaction. On the other hand, the individual-oriented self view mitigated the positive effect of transactional leadership on organizational citizen behavior. It is thus recommended that employee’s self views may be important contingent factors of leadership effectiveness.

Abstract:

 

文章引用：张妤玥, 陆洛, 陆昌勤, 周君倚. 大中华地区主管领导风格与员工工作后果之关联：以自我观为调节变项[J]. 职业教育发展, 2013, 2(1): 1-15. http://dx.doi.org/10.12677/VE.2013.21001

参考文献

[1] J. E. Bono, T. A. Judge. Personality and transformational and transactional leadership: A meta-analysis. Journal of Applied Psychology, 2004, 89(5): 901-910.
[2] T. A. Judge, J. E. Bono, R. Ilies, et al. Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 2002, 87(4): 765-780.
[3] B. M. Bass, B. J. Avolio, D. I. Jung, et al. Predicting unit performance by assessing transformational and transactional leadership. Journal of Applied Psychology, 2003, 88(2): 207-218.
[4] D. van Knippenberg, B. van Knippenberg, D. De Cremer, et al. Leadership, self, and identity: A review and research agenda. The Leadership Quarterly, 2004, 15(6): 825-856.
[5] G. Yukl, D. D. Van Fleet. Theory and research on leadership in organizations. In: M. D. Dunnette, L. M. Hough, Eds., Handbook of industrial and organizational psychology (2nd edition, Vol. 3). Palo Alto: Consulting Psychologists Press, 1992: 147- 197.
[6] K. B. Lowe, W. L. Gardner. Ten years of the leadership quarterly: Contributions and challenges for the future. The Leadership Quarterly, 2000, 11(4): 459-514.
[7] B. M. Bass. Leadership and performance beyond expectations. London: Collier Macmillan, 1985.
[8] B. M. Bass, B. J. Avolio. Improving organizational effectiveness through transformational leadership. Thousand Oaks: Sage Publications, 1994.
[9] J. M. Burns. Leadership. New York: Harper & Row, 1978.
[10] T. A. Judge, R. F. Piccolo. Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 2004, 89(5): 755-768.
[11] U. R. Dumdum, K. B. Lowe and B. J. Avolio. A meta-analysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. In: B. J. Avolio, F. J. Yammarino, Eds., Transformational and charismatic leadership: The road ahead (Vol. 2 of Monographs in Leadership and Management). St. Louis: Elsevier, 2002: 35-66.
[12] K. B. Lowe, K. G. Kroeck and N. Sivasubramaniam. Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the mlq literature. The Leadership Quarterly, 1996, 7(3): 385-425.
[13] R. G. Lord, D. J. Brown. Leadership processes and follower self-identity. Mahwah: Lawrence Erlbaum Associates, 2004.
[14] G. Yukl. Leadership in organizations (5th edition). Upper Saddle River: Prentice-Hall, 2002.
[15] T. Dvir, D. Eden and B. J. Avolio, et al. Impact of transformational leadership on follower development and performance: A field experiment. Academy of Management Journal, 2002, 45(4): 735-744.
[16] G. Wang, I. S. Oh, S. H. Courtright, et al. Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research. Group & Organization Management, 2011, 36(2): 223-270.
[17] J. M. Bowes. Emphasizing the family in work-family research: A review of current research and recommendations for future directions. In: S. A. Y. Poelmans, Ed., Work and family: An international research perspective. Mahwah: Lawrence Erlbaum Associates Publishers, 2005: 415-438.
[18] P. M. Podsakoff, S. B. MacKenzie and W. H. Bommer. Trans-formational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 1996, 22(2): 259-298.
[19] V. L. Goodwin, J. Wofford and J. Whittington. A theoretical and empirical extension of the transformational leadership construct. Journal of Organizational Behavior, 2001, 22(7): 759-774.
[20] R. F. Piccolo, J. A. Colquitt. Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 2006, 49(2): 327-340.
[21] F. O. Walumbwa, C. Wu and B. Orwa. Contingent reward transactional leadership, work attitudes, and organizational citizenship behavior: The role of procedural justice climate perceptions and strength. The Leadership Quarterly, 2008, 19(3): 251-265.
[22] W. L. Gardner, K. B. Lowe, T. W. Moss, et al. Scholarly leadership of the study of leadership: A review of The Leadership Quarterly's second decade, 2000-2009. The Leadership Quarterly, 2010, 21(6): 922-958.
[23] 陆洛. 个人取向与社会取向的自我观: 概念分析与实征测量[J]. 美中教育评论, 2007, 4(2): 1-24.
[24] L. Lu, K. S. Yang. Emergence and composition of the traditional-modern bicultural self of people in contemporary Taiwanese societies. Asian Journal of Social Psychology, 2006, 9(3): 167-175.
[25] L. Lu. The individual-oriented and social-oriented Chinese bicultural self: Testing the theory. The Journal of Social Psychology, 2008, 148(3): 347-374.
[26] L. Lu, S. F. Kao, T. T. Chang, et al. The individual- and social-oriented Chinese bicultural self: A subcultural analysis contrasting mainland Chinese and Taiwanese. Social Behavior and Personality, 2008, 36(3): 337-346.
[27] A. L. Kristof. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 1996, 49(1): 1-49.
[28] 王耀宗. 神州五十年: 香港的观点[M]. 香港: 牛津大学出版社, 2000.
[29] 郑伯埙, 黄国隆. 相似或相异: 海峡两岸组织文化之比较[J]. 本土心理学研究, 1999, 11: 3-58.
[30] L. Lu, C. L. Cooper, S. F. Kao, et al. Work stress, control beliefs and well-being in Greater China: An exploration of sub-cultural differences between the PRC and Taiwan. Journal of Managerial Psychology, 2003, 18(6): 479-510.
[31] W. L. Yang, D. A. Brown. Taiwan and Mainland China toward the twenty-first century. New York: Center of Asian Studies, St John’s University, 1998.
[32] 陆洛, 高旭繁, 周云等. 两岸三地员工之工作压力, 控制信念, 工作满意及身心健康[J]. 中华心理卫生学刊, 2001, 14: 55-87.
[33] 张婷婷, 陆洛, 陆昌勤. 工作资源、家庭资源与职家冲突——台湾与大陆女性的比较[A]. 经营管理论丛第三届管理与决策学术研讨会特刊[C], 2009: 57-72.
[34] L. Lu, S. F. Kao, O. L. Siu, et al. Work stressors, Chinese coping strategies, and job performance in Greater China. International Journal of Psychology, 2010, 45(4): 294-302.
[35] L. Lu, O. L. Siu and C. Q. Lu. Does loyalty protect Chinese workers from stress? The role of affective organizational commitment in the Greater China Region. Stress and Health: Journal of the International Society for the Investigation of Stress, 2010, 26(2): 161-168.
[36] L. Lu. Cultural fit: Individual and societal discrepancies in values, beliefs, and subjective well-being. The Journal of Social Psychology, 2006, 146(2): 203-221.
[37] L. Lu, R. Gilmour. Individual-oriented and socially oriented cultural conceptions of subjective well-being: Conceptual analysis and scale development. Asian Journal of Social Psychology, 2006, 9(1): 36-49.
[38] B. M. Bass, B. J. Avolio. Transformational leadership development: Manual for the multifactor leadership questionnaire. Palo Alto: Consulting Psychologists Press, 1990.
[39] X. Chen, J. L. Farh. The effectiveness of transactional and transformational leader behaviors in Chinese organizations: Evidence from Taiwan. Working Paper of Department of Organization and Management, Hong Kong University of Science and Technology, 2000.
[40] J. P. Meyer, N. J. Allen. Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 1984, 69(3): 372-378.
[41] C. Cammann, M. Fichman, G. D. Jenkins, et al. The Michigan Organizational Assessment Questionnaire. In: S. E. Seashore, E. E. Lawler, P. H. Mirvis, et al., Eds., Assessing organizational change: A guide to methods, measures, and practices. New York: Wiley, 1983: 71-138.
[42] K. Lee, N. J. Allen. Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 2002, 87(1): 131-142.
[43] C. Viswesvaran, D. S. Ones and F. L. Schmidt. Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 1996, 81(5): 557-574.
[44] J. C. Anderson, D. W. Gerbing. Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 1988, 103(3): 411-423.
[45] J. F. Hair, W. C. Black, B. J. Babin, et al. Multivariate data analysis (Vol. 5). Englewood Cliffs: Prentice-Hall, 1998.
[46] C. Fornell, D. F. Larcker. Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 1981, 18(1): 39-50.
[47] J. Singh. Measurement in cross-national research. Journal of International Business Studies, 1995, 26(3): 597-619.
[48] G. W. Cheung, R. B. Rensvold. Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 2002, 9(2): 233-255.
[49] R. M. Baron, D. A. Kenny. The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 1986, 51(6): 1173-1182.
[50] J. F. Dawson, A. W. Richter. Probing three-way interactions in moderated multiple regression: Development and application of a slope difference test. Journal of Applied Psychology, 2006, 91(4): 917-926.
[51] D. J. Brown, L. M. Keeping. Elaborating the construct of transformational leadership: The role of affect. The Leadership Quarterly, 2005, 16(2): 245-272.
[52] K. S. Yang. Toward a theory of Chinese self: Conceptual analysis in terms of social orientation and individual orientation. K. S. Yang, K. Y. Hsu, Eds. Proceedings of the Symposium on Chinese Self Process, Knowledge, and Evaluation, I-Lan, Fu Guang University, 2004: 1-52.
[53] 陆洛. 现代华人的双文化自我与双重陷落[J]. 本土心理学研究, 2011, 36: 155-168.
[54] D. Oyserman, H. M. Coon and M. Kemmelmeier. Rethinking individualism and collectivism: Evaluation of theoretical assumptions and meta-analyses. Psychological Bulletin, 2002, 128(1): 3-72.
[55] K. Leung, M. H. Bond. Social axioms: A model for social beliefs in multicultural perspective Advances in experimental social psychology (Vol. 36). San Diego: Elsevier Academic Press, 2004: 119-197.
[56] C. E. Shally, L. L. Gilson and T. C. Blum. Interactive effects of growth need strength, work context, and job complexity on self-reported creative performance. Academy of Management Journal, 2009, 52(3): 489-505.
[57] P. M. Podsakoff, S. B. MacKenzie, J. Y. Lee, et al. Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 2003, 88(5): 879-903.
[58] P. M. Podsakoff, D. W. Organ. Self-reports in organizational research: Problems and prospects. Journal of Management, 1986, 12(4): 531-544.
[59] T. DeGroot, D. S. Kiker and T. C. Cross. A meta-analysis to review organizational outcomes related to charismatic leadership. Journal of Administrative Sciences, 2000, 17(4): 356-371.

为你推荐