授权型领导——下属自我领导匹配对下属情绪衰竭和工作绩效的影响

被引：40

作者：

陈晨 ^{[1
]}

秦昕 ^{[1
]}

谭玲 ^{[2
]}

卢海陵 ^{[3
]}

周汉森 ^{[1
]}

宋博迪 ^{[1
]}

机构：

[1] 中山大学管理学院

[2] 广东工业大学管理学院

[3] 南京理工大学经济管理学院

来源：

管理世界 | 2020年 / 36卷 / 12期

关键词：

授权型领导; 下属自我领导; 匹配; 角色冲突; 情绪衰竭; 工作绩效;

D O I：

10.19744/j.cnki.11-1235/f.2020.0189

中图分类号：

F272.92 [人事管理];

学科分类号：

1201 ;

摘要：

为应对外部环境发展和组织结构变革,越来越多研究者和实践者呼吁领导授权给下属,以更大限度发挥下属的作用。现有研究大多关注授权型领导的积极影响,却忽视了其潜在的消极影响。基于角色理论,本文通过引入领导—下属匹配的视角,探索了授权型领导与下属自我领导的匹配对下属角色冲突、情绪衰竭和工作绩效的影响。应用多项式回归和响应面分析技术,通过对217份领导—下属配对数据分析发现:授权型领导与下属自我领导越不匹配,下属角色冲突越高;相比在"高授权型领导—高下属自我领导"情形下,在"低授权型领导—低下属自我领导"情形下,下属角色冲突更高;授权型领导与下属自我领导的匹配通过角色冲突和情绪衰竭的链式中介影响工作绩效。本研究从匹配视角发现了授权型领导的潜在阴暗面,揭示了其作用机制,为授权型领导相关研究提供了更加全面和辩证的视角。

引用

页码：145 / 162

页数：18

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