摘要
借鉴服务型领导(SL)理论、GLOBE的文化导向框架,构建影响科研人员成长绩效的理论模型。问卷调查的结果表明(N=223):(1)SL能够积极推动人才成长;(2)4种文化导向组合,相应的成长绩效呈显著区别;(3)因文化导向组合不同,SL的影响过程呈现"全面性、选择性、偶发性、反向性"4种模式。研究证明了文化导向组合存在调节效应,揭示了SL影响过程的微观机理与适用条件。
Borrowing from the Theory of Servant Leadership （SL） and GLOBE culture framework, the paper built a theoretical model on the Growth Performance （GP） of scientific researcher staff. The results of the survey （N = 223） indicated：①SL could promote the staff GP; ②The GP indictors were significantly varied between 4 couples of Culture Orientation （CO）; ③SL impacted the growth performance with ＂total, alternative, contingent, and opposite＂ patterns according to the distinct COs. The paper verifies the moderating effects of CO and the mechanism of impact process and application scopes.
出处
《科学学研究》
CSSCI
北大核心
2008年第6期1248-1254,共7页
Studies in Science of Science
基金
国家自然科学基金资助项目(70702020)
关键词
服务型领导
成长绩效
文化导向
调节效应
servant leadership
growth performance
culture orientation
moderating effects
