魅力型领导并非一刀切:COVID-19大流行期间对不确定性和休假状态的不容忍的调节作用

IF 5 3区 管理学 Q1 MANAGEMENT
Galit Klein, Marianna Delegach
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引用次数: 0

摘要

本研究旨在检验在危机环境中,魅力型领导对追随者态度、情绪和幸福感结果的影响。将领导力文献与资源保护和领导者-追随者距离理论相结合,我们提出魅力领导力对追随者结果的影响取决于追随者在封锁期间的休假状态和他们对不确定性的不容忍(IU)性格特征之间的相互作用。一项横断面研究在两个时间点进行:第一次封锁期间(2020年3月至4月)和封锁后四个月(2020年8月)。最后的样本包括336名员工,他们在这两个时间点都有数据(n = 199人在封锁期间继续工作 = 137人休假)。研究结果证实了该研究的假设,并表明只有在IU水平较低的休假员工和IU水平较高的连续雇佣员工的情况下,魅力型领导才能显著影响员工的结果。在边缘情况下,它没有做出类似的贡献——IU水平低的员工在封锁期间继续工作,或者IU水平高的员工被解雇。这项研究为魅力型领导效能和追随者结果之间的关系提供了新的见解,并为管理者提供了在危机环境中如何更好地根据追随者调整领导风格的信息。研究结果表明,距离维度和员工性格特征的相互作用是魅力领导效能的边界条件,从而扩展了我们对魅力领导的认识。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Charismatic Leadership Is Not One Size Fits All: The Moderation Effect of Intolerance to Uncertainty and Furlough Status During the COVID-19 Pandemic.

This study aims to examine the effect of charismatic leadership on followers' attitudinal, emotional, and well-being outcomes in a crisis setting. Combining leadership literature with Conservation of Resources and leader-follower distance theories, we propose that the effect of charismatic leadership on follower outcomes depends on the interplay between the follower's furlough status during the lockdown period and their Intolerance to Uncertainty (IU) dispositional characteristic. A cross-sectional study was conducted at two points in time: during the first lockdown (March-April 2020) and four months after the lockdown (August 2020). The final sample included 336 employees with data for both points in time (n = 199 continued to work during the lockdown, n = 137 were on furlough). The findings confirmed the study's hypotheses and revealed that charismatic leadership significantly contributed to employee outcomes only in the case of furloughed employees with low levels of IU and of continuously-employed employees with high levels of IU. It did not make a similar contribution in the edge cases-employees with low IU levels who continued to work during the lockdown or those with high levels of IU who were furloughed. This study provides novel insights into the relationship between charismatic leadership effectiveness and follower outcomes, and informs managers how to better adjust their leadership style to their followers in a crisis setting. The findings extend our knowledge about charismatic leadership by suggesting the mutual contribution of the distance dimension and employee dispositional characteristics as a boundary condition to charismatic leadership effectiveness.

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来源期刊
CiteScore
9.70
自引率
2.10%
发文量
23
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