摘要
作为一种新近的领导方式,谦卑型领导是组织行为领域关注的前沿主题。尽管已有学者开始探讨谦卑型领导的影响模式,但在中国文化背景下,缺乏关于谦卑型领导如何影响员工绩效的研究。本文基于自我决定理论的视角,探讨了谦卑型领导如何影响员工任务绩效和创新绩效,尤其是员工自主需求、能力需求和关系需求等三种心理需求满足的中介作用及工作单位结构的调节作用。组间实验设计(研究1)结果表明,谦卑型领导能够满足员工三种心理需求,而且工作单位结构在谦卑型领导与员工三种心理需求满足之间具有调节作用:当工作单位结构为有机式结构时,谦卑型领导对员工三种心理需求满足的正向影响更强。对206份主管与员工匹配的问卷调查(研究2)结果显示,工作单位结构在谦卑型领导与员工三种心理需求满足间具有调节作用:当工作单位结构为有机式结构时,谦卑型领导对员三种心理需求满足的正向影响更强;谦卑型领导通过满足员工能力需求提高任务绩效,而通过满足员三种心理需求提高创新绩效;工作单位结构调节三种心理需求满足对谦卑型领导与员工绩效间关系的中介作用:当工作单位结构为有机式时,上述中介效应更强。
Humble leadership（HL）, a new leadership style, is one of the frontier subjects in organization behavior. Although research on HL has yielded great insights into the effects of leaders on followers＇ positive attitudes, voice and helping behavior, as well as team performance and organizational performance, the existing knowledge on the role of the HL in employee task performance and creative performance remains incomplete in Chinese organizational context. Using self-determination theory（SDT） as a guiding framework, this study examines how HL enhances employee task performance and creative performance by exploring the mediating role of the autonomy need satisfaction, competence need satisfaction and relatedness need satisfaction, as well as the moderating role of the work unit structure. In order to enhance the causal effects and the generalizability of the theoretical model to the workplace, we conducted an experiment study（Study 1） and a field study（Study 2）. In Study 1, we tested the moderating effect of work unit structure on the relationship between HL and three types of psychological need satisfaction. In Study 2, we tested our full theoretical model with a multisource study in China. Results from two studies provide general support for our theoretical model. Study 1 shows that HL was positively related to three types of psychological need satisfaction and the relationships were stronger in work unit structure with more organic structures. Study 2 indicates that work unit structure moderated the relationships between HL and autonomy need satisfaction, competence need satisfaction, relatedness need satisfaction, respectively, such that the relationships were stronger in organic than that of mechanistic work unit structures. In addition, whereas competence need satisfaction only mediated the relationship between HL and employee task performance, all three psychological needs mediated the relationship between HL and employee creative performance. Our moderated mediation model also demonstrated that the indirect relationship between HL and employee creative performance through autonomy need satisfaction, relatedness need satisfaction and competence need satisfaction was stronger when work unit structures were more organic. Furthermore, the indirect relationship between HL and employee task performance though competence need satisfaction was stronger when work unit structures were more organic. We discuss several key theoretical and practical implications of our findings.
作者
杨陈
杨付
景熠
唐明凤
Yang Chen;Yang Fu;Jing Yi;Tang Mingfeng(School of Business Administration, Southwestern University of Finance and Economics;School of Management, Chongqing University of Technology)
出处
《南开管理评论》
CSSCI
北大核心
2018年第2期121-134,171,共15页
Nankai Business Review
基金
国家自然科学基金项目(71502141)
中央高校基本业务费专项基金(JBK1802040
JBK1707115)资助
关键词
谦卑型领导
心理需求满足
工作单位结构
员工绩效
Humble Leadership
Psychological Need Satisfaction
Work Unit Structure
Employee Performance
作者简介
杨陈，西南财经大学工商管理学院博士研究生，研究方向为组织行为与人力资源管理；;杨付，西南财经大学工商管理学院副教授、博士生导师、博士，研究方向为组织行为与人力资源管理；;景熠，重庆理工大学管理学院副教授、博士，研究方向为制造业信息化与闭环供应链；;唐明凤，西南财经大学工商管理学院教授、博士生导师、博士，研究方向为区域创新
