两种叙述的故事:事件干扰在员工对专制领导的情感和行为反应中的作用。

IF 9.4 1区 心理学 Q1 MANAGEMENT
Zheng Zhu, Xingwen Chen, Russell E Johnson, Mengxi Yang, Yiwei Yuan, Yunlu Yin, Jun Liu
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引用次数: 0

摘要

现有的研究表明,独裁式领导在工作场所具有破坏性,但它的广泛使用表明,我们可能需要对这种领导风格有一个更加平衡的看法,以确定这种领导形式在特定情况下是否会引起有利的反应。综合评估理论和补偿控制模型的观点,我们认为独裁式领导会在破坏性较小的环境中唤起员工的焦虑,而在破坏性较大的环境中则会唤起员工的敬畏感。这些焦虑和敬畏反应会影响员工以领导为中心的下游行为(即领导导向的回避和归属)和一般工作行为(即反生产行为和工作绩效)。因此,对专制领导的反应是功能失调还是功能性的,取决于作为关键边界条件的事件干扰。经验取样研究(研究 1)、多波多源实地研究(研究 2)和实验室实验(研究 3a 和 3b)的结果在很大程度上证实了这些预测。研究结果强调了事件干扰对预测员工对独裁领导风格反应的重要性。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.

Extant research demonstrates the destructive nature of authoritarian leadership in the workplace, yet its widespread use suggests that a more balanced view of this leadership style may be needed to identify whether this form of leadership engenders favorable reactions in specific circumstances. Integrating insights from appraisal theory and the compensatory control model, we posit that authoritarian leadership can evoke anxiety among employees in less disruptive settings, whereas it evokes feelings of awe in highly disruptive contexts. These anxiety and awe reactions then influence employees' downstream leader-focused behaviors (i.e., leader-directed avoidance and affiliation) and general work behaviors (i.e., counterproductive behavior and job performance). Thus, whether reactions to authoritarian leadership are dysfunctional or functional is contingent on event disruption as a key boundary condition. Results from an experience sampling study (Study 1), a multiwave and multisource field study (Study 2), and laboratory experiments (Studies 3a and 3b) largely confirm these predictions. The findings underscore the importance of event disruption for predicting employee reactions to authoritarian styles of leadership. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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来源期刊
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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