关怀型领导和感知差异对员工工作嵌入的影响——基于多层线性模型的实证研究

A Cross-level Research on the Impact of Considerate Leadership and Perceived Dissimilarity on Employee Job Embeddedness

在具有多样性特征的组织环境中如何提高员工工作嵌入水平,既是理论研究关注的焦点,也是企业管理实践中的关键问题。选择恰当的领导风格和行为是保持与提升员工工作嵌入水平的有效途径之一。本文以四川省432名企业员工为研究对象,探讨了关怀型领导和感知差异对员工工作嵌入的影响及其作用机制。研究结果表明,个体层次变量感知差异与员工工作嵌入显著负相关,团队层次变量关怀型领导会跨层次提升员工工作嵌入,同时在感知差异与员工工作嵌入的关系中起正向的调节作用,关系冲突在上述关系中发挥了重要的中介作用。

Chinese enterprises gradually accelerated the pace of globalization and the employees became increasingly diverse in terms of gender, cultural background and work values. How to effectively manage diverse employees has been the concern of many scholars. Broadly defined, diversity refers to differences between individuals on any personal attributes that determine how people perceive one another. This difference will affect staff job attitudes and behavior. As a construct, diversity itself has been operationalized in different ways relying upon different levels of analysis. At the individual level, differences between a focal group member and his or her peers are referred to as dissimilarity;at the group level, differences in personal attributes are conceptualized as work group diversity;at the enterprise level, differences in personal attributes are conceptualized as organizational diversity. The most important research issue of diversity is how to encourage diversification to have a positive impact on employee job attitudes and behavior to gain a competitive advantage and organizational success. But so far the research from the perspective of individual level is still inadequate： firstly, researchers have typically examined the effects of actual dissimilarity rather than perceived dissimilarity in work teams. Research on supervisor-subordinate similarity has tended to show that the effects of perceived dissimilarity are stronger than the effects of actual dissimilarity. Secondly, the research that diversified team level variables affect the employees＇ attitude is also insufficient, especially for the leadership. Leadership may be a critical determinant of the effects of diversity on individual and team outcomes. The effect of leadership on employee job embeddedness is a real problem faced by the diverse organization, which is also the key factor affecting the diversification effect. But the empirical research is insufficient. Finally, the existing diversity research focused on a single level, which can he divided into two categories, one is to examine the relationship between employees＇ actual difference and their own attitudes and behavior at the individual level;the other is to examine the relationship of team diversity character and integrated response of employees at the team level. Therefore it is necessary to carry out some research integration of different levels to systematic study employees＇ attitudes and behavior under diverse circumstance. Based on the above analysis, the study attempts to make up for the defects by using multi-level study to investigate the effect of perceived dissimilarity and considerate leadership on employees job embeddedness, as well as considerate leadership＇s moderated mechanism in above relationship. The first section discusses the direct relationship between perceived dissimilarity, considerate leadership and employees＇ job embeddedness ,which respectively discusses the relationship between individual level variable of perceived dissimilarity and team level variable of considerate leadership. Eventually the hypotheses prove that perceived dissimilarity has a negative relationship with job embeddedness and considerate leadership has a cross-level positive relationship with job embeddedness. The second section discusses the moderation role of considerate leadership. This study has shown that considerate leadership will moderate the impact of perceived dissimilarity on job embeddedness. Dissimilarity effects will be stronger when considerate leadership is adverse and weaker than when considerate leadership is stronger. The third section discusses the mediation role of relationship conflict. This study has shown that relationship conflict mediated the effects of the interactions of perceived dissimilarity and considerate leadership on team embeddedness. This paper concludes that, （ 1 ） perceived dissimilarities have negative impact on employee job embeddedness ; （2） considerate leadership will enhance employee job embeddedness ; （3） embeddedness is the moderator in the relationship between perceived dissimilarity and employee job embeddedness ; （4） relationship conflict mediated the effects of the interactions of perceived dissimilarity and considerate leadership on team embeddedness.