领导的年龄:关于领导者年龄与感知的领导风格之间的关系以及文化和行业类型的调节作用的元分析结果

IF 4.7 2区 心理学 Q1 MANAGEMENT
Teodora K. Tomova Shakur, Michael S. North, Yair Berson, Shaul Oreg
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引用次数: 0

摘要

管理者的领导风格对员工和组织的成果有着重大影响。在本研究中,我们探讨了领导者的年龄在预测追随者对其领导风格的看法方面所起的作用。虽然大量研究揭示了个人年龄与他人对其看法之间的关系,但对于领导者的年龄如何影响他人对其领导风格的看法却知之甚少。至于这种关系在不同文化和行业之间有何差异,人们更是知之甚少。我们进行了一项荟萃分析(164 项独特的研究;N = 397,456 个观察值),利用全范围领导力模型来探讨这些关系。我们发现,领导者的年龄与变革型领导和交易型领导的认知呈负相关,而与被动型领导的认知呈正相关。此外,这些影响在多个文化维度上存在差异:在集体主义文化中,领导者年龄与变革型领导的负相关关系较弱,而在高权力距离文化中,领导者年龄与交易型领导的负相关关系较强。行业类型也很重要:在公共部门,领导者年龄与变革型领导风格和或有报酬型领导风格之间的关系更为密切。最后,在由追随者而非领导者本人提供评价的情况下,人们对年长领导者的看法更为负面。我们的研究结果为在年龄日益多元化的员工队伍中开展领导工作提供了理论和实践方面的启示,例如让员工更好地了解当前的年龄定型观念及其对组织即将产生的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The age of leadership: Meta‐analytic findings on the relationship between leader age and perceived leadership style and the moderating role of culture and industry type
Managers' leadership style has a substantial impact on employee and organizational outcomes. In the present study, we consider the role of leaders’ chronological age in predicting followers’ perceptions of their leadership style. Whereas ample research uncovers relationships between individuals’ age and how these individuals are perceived by others, little is known about how leaders’ chronological age impacts others’ perceptions of their style. Even less is known about how such relationships vary across cultures and industries. We conducted a meta‐analysis (164 unique studies; N = 397,456 observations) to explore these relationships, using the Full‐Range leadership model. We found that leader age was negatively related to perceptions of transformational and transactional leadership, and positively related to perceptions of passive leadership. Further, some of these effects varied on several cultural dimensions: The negative relationship between leader age and transformational leadership was weaker in collectivistic cultures, while the negative relationship with transactional leadership was stronger in high power distance cultures. Industry type also mattered: the relationship between leader age and both transformational and contingent reward leadership styles was amplified in the public sector. Lastly, perceptions of older leaders were more negative when ratings were provided by followers rather than the leaders themselves. Our findings offer both theoretical and practical implications for leading in an increasingly age‐diverse workforce, such as better informing the workforce of present age stereotypes and their imminent effect on organizations.
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来源期刊
CiteScore
10.20
自引率
5.50%
发文量
57
期刊介绍: Personnel Psychology publishes applied psychological research on personnel problems facing public and private sector organizations. Articles deal with all human resource topics, including job analysis and competency development, selection and recruitment, training and development, performance and career management, diversity, rewards and recognition, work attitudes and motivation, and leadership.
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