团队中的关系、迎合与职业成功——基于戏剧理论的解释框架

Supervisor-Subordinate Guanxi, Subordinate’s Ingratiation Behavior and Career Success: A Framework of Dramaturgical Theory Analysis

本文以戏剧理论为基础,在688份问卷基础上,运用多层线性模型探讨了领导—下属"关系"作为角色规范对下属迎合行为与职业成功的影响。结果表明:(1)领导—下属"关系"作为角色规范对下属迎合行为有正向影响;(2)下属迎合行为对下属职业成长有正向影响;(3)来自领导的人际公平氛围作为戏剧前台,对领导—下属"关系"对下属迎合行为影响关系具有调节作用,在高人际公平氛围下,领导—下属"关系"对下属迎合行为影响减弱,这就为领导管理实践过程中降低下属迎合行为提供了建议。本文将职业竞技场比拟成职业剧场,探讨了戏剧理论中员工职业成功的关键因素,认为员工能够体会情景以及文化所传递的角色规范,并表现出与之相匹配的行为,才是个体职业成功的关键。

Supervisor-subordinate guanxi has raised a large interest in recent years. Prior researches of supervisor-subordinate guanxi are based on social exchange theory, but we ignored to explore how supervisor-subordinate guanxi influence employee＇s outcomes in alternative theoretical perspective. Based on dramaturgical theory, this research examines how supervisor-subordinate guanxi as a role manuscript influence employee＇s ingratiatory behavior and career success, moreover, we explores how interpersonal justice climate mediates the relationship between supervisor-subordinate guanxi and employee＇s ingratiatory behavior. 800 questionnaires were sent to employees from 34 organizations in 7 cities, 722 employee＇s ques- tionnaires were returned and 688 questionnaires were useful sample. Because of the single source of the data, we used three ways to ex- amine common method bias： Sample split, Harmon＇s single-factor test and marker variable method, all these results of statistical tests suggested that CMV was not serious as expected. Hierarchical linear modeling is used to test hypotheses. The results show that： （1） As a social hierarchical interaction norm, supervisor-subordinate guanxi positively influences subordinate＇s career success; （2） Subordinate＇s ingratiatory behavior partially mediates the relationship between supervisor-subordinate guanxi and subordinate＇s career success; （3） interpersonal justice climate which works as frontier moderates the relationship between supervisor-subordinate guanxi and subordinate ingratiatory behavior. When interpersonal justice climate is high, the relationship between supervisor-subordinate guanxi and subordinate ingratiatory behavior is weakened. The results of this study indicate that： （1） employees can achieve career success through establishing supervisor-subordinate guanxi and doing ingratiatory behavior, that means individual may get his or her personal interest at the cost of organizations and coworkers. （2） Comparing with leader-member ex- change, supervisor-subordinate gnanxi release more contextual norm and information. （3） Interpersonal justice climate as informal institution can reduce the negative mechanism between supervisor-subordinate guanxi and employee＇s ingratiatory behavior. That means leaders should devote to establish interpersonal justice climate in organizations to avoid subordinate＇s ingratiatory behavior.