基于计划行为理论的领导位置替代及产生机制研究

Research on Leadership Position Substitution and Generation Mechanism Based on Planned Behavior Theory

领导替代理论中下属对领导的替代包括领导效力被替代和位置被替代等形式。前者可被认为是一种领导效力的"隐性替代",后者则属于"显性替代"。本文从地位竞争视角出发,基于计划行为理论的"态度—意愿—行为"路径,从动机(想不想)、机会(可不可)、能力(能不能)三个方向深入分析了骨干下属替代领导位置的内在逻辑,并由此建立了领导位置替代的理论模型。理论研究表明,具有替代动机、替代机会、替代能力的骨干下属,会产生领导位置替代意愿并进而实施领导位置替代行为,且替代动机、替代机会、替代能力三者之间存在叠加效应,共同强化替代意愿。领导者应从内隐领导原型匹配、组织与团队期望、自身能力三个方面认真审视自己的不足并改进,以提升领导能力,降低职业危机。

In the Leadership Substitutes Theory,the substitution of subordinates for leaders includes the substitution of leadership effectiveness and position.The former can be regarded as an"implicit substitution"of leadership effectiveness,while the latter belongs to"explicit substitution".From the perspective of position competition,based on the"attitude-will-behavior"path of the planned behavior theory,this paper deeply analyzes the internal logic of backbone subordinates’substitution of leadership position through three directions:motivation(want or not),opportunity(be possible or not)and ability(be able or not),and establishes a theoretical model of leadership position substitution.Theoretical research shows that backbone subordinates with substitution motivation,substitution opportunity and substitution ability will produce leadership position substitution intention and then implement leadership position substitution behavior,and there is a superposition effect among substitution motivation,substitution opportunity and substitution ability,which strengthen each other’s substitution intention.Leaders should carefully examine and improve their deficiencies from three aspects:implicit leadership prototype matching,organization and team expectations,and their own ability,so as to improve their leadership ability and reduce career crisis.