摘要
领导—追随行为一直是管理学领域重要研究议题。本文从对偶心理定位的视角出发,探讨了领导—追随行为互动的动态演化历程,结果显示:"专业能力"和"信任关系"是对偶心理定位的基础,领导者和下属以此为依据对彼此状态进行心理定位后,会产生授权、防御、栽培、威权四种领导行为和学习、消极、模范、疏离四种追随行为;不同类型的领导—追随行为配对互动的结果差异很大,其中的大部分或是会对上向认同不利,或是会对下向认同造成破坏,只有领导者的授权行为与下属的模范行为,以及领导者的栽培行为与下属的学习行为配对互动才会强化双向认同,从而有助于帮助下属完成从被动适应到主动超越的转变,进而形成稳定的追随意愿;当领导者对下属产生了认同,就会透过心理赋能而激发下属的"内在任务动机"和对任务本身的内在承诺,当下属对领导者产生了认同,就会诱发下属的前瞻性行为而激励下属自身做出主动性事件来创造或控制内外部环境,领导者和下属之间上拉下推的协同互动"正能量",有助于帮助下属实现从行为意向到能力塑造的转变,进而可以提高下属的追随能力。
Leadership-followership behavior is always the important issue in the field of management. Based on dual psychological-positioning perspective, this paper discusses the interaction process between leadership behavior and followership behavior, and the results show： ＂professional ability＂ and ＂trust＂ is the basis of psychological positioning. Leaders and followers tend to conduct psychological positioning of each other based on ＂professional ability＂ and ＂trust＂, and then they show different types of behaviors accordingly. Leaders conduct empowering, defensive, cultivating and authoritarian leadership behaviors, while followers carry out learning, negative, exemplary and alienated followership behaviors. The interaction of different types of Leadership-followership behavior will produce different results, and most of them are harmful to the identification. Only when leaders practice empowering behavior and followers conduct exemplary behaviors, or leaders practice cultivating behavior and followers carry out learning behaviors, the behavior interaction will reinforce mutual identification. Instead of passively adapting to the environment, followers would be motivated to exceed expectations and then form the willingness to follow the leader. When the leader identifies with followers, he will stimulate followers＇ intrinsic task motivation and internalized commitment to the tasks through psychological empowerment. When followers identify with their leader, they tend to conduct proactive behaviors and become more proactive performance oriented. They will transform their behavior intention into actual competence enhancement, thus promoting the formation and enhancement of followership.
出处
《中国工业经济》
CSSCI
北大核心
2014年第12期104-117,共14页
China Industrial Economics
基金
国家自然科学基金项目"领导-追随行为互动对新员工追随力的作用机制:对偶心理定位的视角"(批准号71472140)
国家自然科学基金项目"差序式领导对员工利社会组织行为的影响机理:Trickle-down模式的跨层次研究"(批准号71402192)
国家自然科学基金项目"员工身份的‘差序格局'对其敬业度影响的机理研究"(批准号71002099)
关键词
领导行为
追随行为
双向认同
追随力
leadership behavior
followership behavior
mutual identification
followership force
