摘要
为了应对VUCA时代中不断变化的内外部环境,领导通过团队建言及时发现当前组织面临的问题并获得改进建议尤为重要。作为一种自上而下并聚焦自我适应和改进的领导行为,领导反馈寻求行为可能会向团队释放更多“开门纳谏”的信号。然而,已有研究对领导反馈寻求行为团队层面结果的关注不足,更缺乏对领导反馈寻求行为与团队建言之间作用机制的探讨。基于社会信息处理理论,探究领导反馈寻求行为对团队建言的影响,引入团队反思作为中介变量,探讨领导反馈寻求行为对团队建言的作用机制,引入团队学习目标导向和团队绩效目标导向作为调节变量,探讨其在领导反馈寻求行为和团队反思之间的调节作用。本研究进行了一项3时点领导-下属配对问卷调查研究和一项情景实验研究,运用Mplus 8.0对问卷调查数据进行多水平验证性因子分析和多水平路径分析,运用Spss 26.0对实验数据进行单因素方差分析,验证相关研究假设。研究结果表明,领导反馈寻求行为能够促进团队反思,进而增加团队建言;团队学习目标导向能够增强领导反馈寻求行为对团队反思的积极影响,同时也能增强团队反思在领导反馈寻求行为和团队建言之间的中介作用;团队绩效目标导向会减弱领导反馈寻求行为对团队反思的积极影响,同时也会减弱团队反思在领导反馈寻求行为和团队建言之间的中介作用。研究结果从团队视角丰富了领导反馈寻求行为结果变量的研究;从社会信息处理理论出发,揭示了领导反馈寻求行为影响团队建言的作用机制和边界条件,不仅有助于理解领导反馈寻求行为为何能够促进团队建言,而且从团队特征角度加深了对领导反馈寻求行何时能够提升团队建言的理解。研究结果有助于企业在不确定环境下推进领导自上而下寻求反馈,重视团队学习目标导向建设,从而激发团队建言,推动组织可持续发展。
In order to cope with the ever-changing internal and external environment in the VUCA era, it is particularly important for leaders to find the current problems faced by the organization and get suggestions for improvement through team voice.As a top-down leadership behavior that focuses on self-adaptation and improvement, leader feedback-seeking behavior may release more “open the door” signals to the team. However, the existing research has not paid enough attention to the team-level outcomes of leader feedback-seeking behavior and has not discussed the mechanism and boundary conditions of the relationship between leader feedback-seeking behavior and team voice.Drawing from social information processing theory, this study constructs a model of the impact of leader feedback-seeking behavior on team voice. Team reflexivity is introduced as a mediating variable to explore the mechanism of leader feedback-seeking behavior on team voice. And team learning goal orientation and team performance goal orientation are introduced as moderating variables to explore their moderating effects on the relationship between leader feedback-seeking behavior and team reflexivity. This study conducted a 3-wave leader-subordinate dyads survey(N = 508) and a scenario experimental study(N = 190). To test research hypotheses, Mplus 8.0 was used to conduct multilevel confirmatory factor analysis and multilevel path analysis with the survey data, while Spss 26.0 was utilized to conduct one-way ANOVA by the experimental data.The results showed that leader feedback-seeking behavior had a positive effect on team reflexivity, which in turn promoted team voice. And that team learning goal orientation enhanced the positive effect of leader feedback-seeking behavior on team reflexivity and the mediating role of team reflexivity between leader feedback-seeking behavior and team voice. In addition, team performance goal orientation weakened the positive effect of leader feedback-seeking behavior on team reflexivity and also weakened the role of team reflexivity in the relationship between leader feedback-seeking behavior and team voice.The research findings enrich the study on outcome variables of leader feedback-seeking behavior from a team perspective.Drawing on social information processing theory, this study reveals the mechanisms and boundary conditions of the impact of leader feedback-seeking behavior on team voice, which not only helps to understand “why” leader feedback-seeking behavior can promote team voice but also deepens the understanding of “when” leader feedback-seeking behavior can improve team voice from the perspective of team characteristics. The findings help organizations to promote leaders′ top-down feedbackseeking in uncertain environments, emphasizing the construction of team learning goal orientation, thereby stimulating team voice and promoting sustainable organizational development. These insights are crucial for fostering a dynamic and responsive organizational culture that can adapt to a rapidly changing environment.
作者
楼鸣
苏屹
滕尔越
LOU Ming;SU Yi;TENG Eryue(School of Economics and Management,Harbin Engineering University,Harbin 150001,China)
出处
《管理科学》
CSSCI
北大核心
2024年第4期82-97,共16页
Journal of Management Science
基金
国家自然科学基金(72074059)
中央高校基本科研业务费(3072024XJS0904,3072024XJS0903)
中国博士后科学基金(2024M754156)。
关键词
领导反馈寻求行为
团队建言
团队反思
团队学习目标导向
团队绩效目标导向
leader feedback-seeking behavior
team voice
team reflexivity
team learning goal orientation
team performance goal orientation
作者简介
楼鸣,管理学博士,哈尔滨工程大学经济管理学院讲师,研究方向为领导力、主动行为和工作团队等,代表性学术成果为“主管支持感与组织公民行为:自我效能感的调节作用”,发表在2021年第4期《管理科学》,E-mail:zjjhpjlm@163.com;苏屹,管理学博士,哈尔滨工程大学经济管理学院教授,研究方向为创新管理和数字经济等,代表性学术成果为“Renewable energy technology innovation,industrial structure upgrading and green development from the perspective of China′s provinces”,发表在2022年第180卷《Technological Forecasting and Social Change》,E-mail:suyi@hrbeu.edu.cn;滕尔越,管理学博士,哈尔滨工程大学经济管理学院副教授,研究方向为工作压力、工作重塑和女性职业管理等,代表性学术成果为“Always bad for creativity?An affect-based model of job insecurity and the moderating effects of giving support and receiving support”,发表在2019年第3期《Economic and Industrial Democracy》,Email:tengeryue1993@126.com。
