真实型领导对下属真实型追随的影响——基于认同中介和组织政治知觉调节作用的研究

The Effects of Authentic Leadership on Employees' Authentic Follow: Mediated by Identification and Moderated by Perceived Organizational Politics

管理环境的变化要求包括领导问题在内的人力资源管理理论不断变革创新。真实型领导的理念、方式、风格不仅使下属更容易接受,还可能产生自觉主动的真实型追随意愿和行为。本文基于Walumbwa等(2006)开发的真实型领导量表,对来自中国山东烟台地区不同企业的136个样本进行统计分析,验证了有关假设。研究表明,真实型领导的领导风格容易被下属接受、追随并模仿。真实型领导具有较好的结构效度,分为自我意识、关系透明度、内化道德观以及信息平衡处理四个维度。下属对领导的主管认同在真实型领导对下属真实型追随的影响中起着部分中介作用;组织政治知觉起调节作用,而这种调节作用是通过认同的中介作用体现的。组织政治知觉水平较高时,真实型领导对下属的个体认同显著负相关,从而与下属的真实型追随负相关;组织政治知觉水平较低时,真实型领导与下属的个体认同显著正相关,从而与下属的真实型追随正相关。本文得出的结论对提高我国的人力资源管理水平有新的理论和实践意义。

Leadership is a very important concept in the research area of organizational behavior which is con-sidered as the key point of realizing the target of the group and organization. The changing environment of manage- ment requires human resource management including leadership to take innovation continually. The development of the leadership study is from traits theory, behavior theory, contingency theory to new leadership theory, showing that with the development of the society, the requirements of leaders and the role or mechanism of leadership function arenot the same any more. From the development of leadership study, we can find that in the evolution of the leadership study, the process of change of the time we often encounter will be the biggest challenge. Nowadays, the globalization of the economics and information and the rapid development of the Internet provide plenty of new opportunities to the development of the leadership study. Different from the traditional studies which focus on the leadership role in changing subordinates＇ attitude and behavior and performance of organization, more and more scholars and leaders begin to realize the importance of the transfer function of the leaders＇ duty. And all these lead to a new concept of leadership, authentic leadership. The concept, method and style of authentic leadership can be accepted easily by subordinates as well as create attitudes and behaviors of authentic follow. Previous studies of the leadership provide some thinking and direction to the creation of authentic leader- ship. At the same time the development of positive psychology gives a novel and powerful base to authentic leader- ship. Avolio （2005） think, confident, optimistic, hope, positive emotions and other positive psychological capital is powerful personal resources of the authentic leaders. When positive psychological capital and positive organization situation and a certain triggers combine, it can promote the leaders＇ self awareness and self regulation behavior, this self-awareness and self regulation behavior is an important part of the authentic leadership. Combined with other studies, it is because of this positive type of behavior of the authentic leadership that can directly influence the hap- piness of the leaders, and through the various of mechanisms influencing the happiness of the subordinates, so that the leader can be seen as a role model, through the role models, it can gradually influence and change the behavior of the subordinate, making subordinates＇ behavior follow the principle of authenticity. Based on the study of Walumbwa etc. （2006）, which developed a data-based authentic leadership question- naire（ALQ） ,we examine a sample of 136 people coming from different companies of China. and demonstrate that authentic leadership is an advanced and effective ways of leading. According to the analysis, the main conclusions of the study are as follows ： （ 1 ） Authentic leadership is constructed by self awareness, transparency, balanced process- ing and moral,which means it has a good structural validity. （2）The effect of authentic leadership on employees＇ authentic follow is partly mediated by identification to supervisor. （3） The effect of authentic leadership on employ- ees＇ authentic follow is moderated by subordinates＇ perceived organizational politics. And this moderating function is embodied through identification. When perceived organizational politics is high, authentic leadership is negatively related to the identification to supervisor which results in the negative relationship between authentic leadership and employees＇ authentic follow. When perceived organizational politics is low, authentic leadership is positively related to the identification to supervisor which results in the positive relationship between authentic leadership and employ- ees authentic follow.