对“雕弓书店”的苛责式领导及其组织绩效的研究

A Study on the Responsible Leadership and Its Organizational Performance of “The Eagle Bow Bookstore”

摘要: 有关苛责式领导的研究文献绝大部分都证明苛责是有害的，或者只从其有害的方面进行研究。然而，一般而言，大多数行为都有双重性，苛责带来的并非全部都是负面的效果，领导者对下属的苛责甚至责骂对组织绩效在特定的情况下以及相对较长的时间段可能有积极的影响。换言之，责骂作为一种“坏行为”，在当时当地无疑是破坏性的，然而它对追随者的长远影响和对组织绩效的长远影响则有待深入研究。事实上，事业导向的苛责式领导是存在的。事业导向的苛责式领导在其领导魅力与能力配合下，往往能得到多数下属的理解与支持，长期来看，还能形成一批坚定的追随者，从而带领组织取得极好的绩效。

Abstract: The vast majority of research literature on blame leadership has shown that blame is harmful, or it has been studied only in its harmful aspects. However, in general, most behaviors are dual in nature. Not all blame brings negative effects. The blame and even scolding of leaders by their subordinates on the performance of the organization may be in specific circumstances and for a relatively long period of time have a positive impact. In other words, scolding was a kind of “bad behavior” that was undoubtedly destructive at the time. However, its long-term effects on followers and long-term effects on organizational performance need to be further studied. In fact, career-oriented blame leadership exists. Career-oriented blame leaders, with their leadership charisma and ability, often get the understanding and support of most subordinates. In the long run, they can also form a group of firm followers, leading the organization to achieve excellent performance.