摘要
作为一种单一而狭隘的思维模式,领导底线心智在工作场所中的破坏性逐渐受到学者们的重视。团队层面领导底线心智能否有效预测个体层面员工工作绩效是一个值得关注的话题。本研究基于情感事件理论,构建一个跨层次有调节的中介模型,以64名主管和300名员工为配对样本,考察了领导底线心智与员工绩效之间的关系,重点分析此关系中员工愤怒的中介作用和团队正念的调节作用。得出以下结论:领导底线心智负向影响员工绩效;员工愤怒在领导底线心智与员工绩效之间起中介作用;团队正念负向调节领导底线心智对员工愤怒的影响,进一步负向调节员工愤怒在领导底线心智与员工绩效之间的间接效应,即团队正念越高,该间接效应越弱。
The narrow cognitive mode of supervisor bottom-line mentality in the workplace has increasingly garnered attention due to its destructive nature.The effectiveness of supervisors'bottom-line mentality at the team level in predicting employees'individual-level work performance warrants investigation.This study utilizes the affective events theory to develop a cross-level moderated mediation model.Employing a paired sample comprising 64 supervisors and 300 employees,this study investigates the relationship between supervisor bottom-line mentality and employees'work performance,emphasizing the mediating influence of employee anger and the moderating impact of team mindfulness.The findings indicate that supervisor bottom-line mentality has negative effects on employees'work performance.Employee anger plays a mediating role in the relationship between supervisor bottom-line mentality and employees'work performance.Team mindfulness negatively moderates the impact of supervisors'bottom-line mentality on employee anger.Furthermore,the indirect relationship above is negatively moderated by team mindfulness such that such a relationship is weakened when team mindfulness is high.
作者
张磊
杨洪涛
姚楠
史航宇
Zhang Lei;Yang Hongtao;Yao Nan;Shi Hangyu(School of Business Administration,Huaqiao University,Quanzhou 362021;School of Economics and Management,Harbin Engineering University,Harbin 150001)
出处
《管理评论》
北大核心
2025年第8期155-166,共12页
Management Review
基金
国家社会科学基金项目(19BSH110)
华侨大学中央高校基本科研业务费资助项目(HQHRZX-202202)。
关键词
领导底线心智
员工愤怒
团队正念
员工绩效
supervisor bottom-line mentality
employee anger
team mindfulness
employees'work performance
作者简介
张磊,华侨大学工商管理学院博士研究生;通讯作者:杨洪涛,华侨大学工商管理学院教授,博士生导师,博士;姚楠,哈尔滨工程大学经济管理学院博士研究生;史航宇,华侨大学工商管理学院博士研究生。
