差序式领导与印象管理行为：组织认同和职场排斥的作用

Differential Leadership and Impression Management Behavior: The Role of Organizational Identity and Workplace Exclusion

摘要: 本论文探究差序式领导下被区分为“圈内人”与“圈外人”的员工的印象管理行为，以及组织认同和职场排斥在双过程模型中的中介作用。通过相关文献理论推导，领导差别待遇通过组织认同传递给圈内员工，从而积极表现获得性印象管理行为；而圈外员工则会感受到职场排斥，进而产生防御性印象管理行为，这种排斥感受自我效能感的调节。本研究有助于管理者正确理解差序式领导功能，掌握差序式领导的尺度，有助于建立一个良好的组织氛围，指导管理者寻找适合自己的管理方式。

Abstract: This paper explores the impression management behavior of employees who are distinguished as “insiders” and “outsiders” under the leadership of differential order, as well as the intermediary role of organizational identity and workplace exclusion in the dual process model. According to the relevant literature theory, the leadership differential treatment is transmitted to the employees in the circle through organizational identity, so as to actively show the acquired impression management behavior; However, employees outside the circle may feel workplace exclusion, which in turn leads to defensive impression management behavior. This sense of exclusion is moderated by self-efficacy. This study helps managers to correctly understand the function of differential leadership, grasp the scale of differential leadership, help to establish a good organizational atmosphere, and guide managers to find their own management methods.