真实型领导对下属追随力的影响机制:信任与领导-成员交换的作用

Impact of Authentic Leadership on Employee Followership: The Role of Follow Trust and Leader-Member Exchange

追随力研究日渐成为领导学的新兴热点话题,同时也是我国企业在面对经济转型、人力资源新常态,谋求企业长足发展、基业长青过程中需要重点关注的实践议题。本文立足领导-下属互动的视角,以山东省一家大型企业集团的237名各层员工作为研究对象,实证检验了真实型领导对于下属追随力的影响极其作用机制。发现:(1)真实型领导会正向影响下属追随力,下属对领导的信任起到中介作用;(2)真实型领导对下属信任的影响受领导-成员交换(LMX)的调节。即下属与领导的交换质量越高,真实型领导对下属信任的影响越强;(3)真实型领导对下属追随力的间接影响也受到领导-成员交换(LMX)的调节,即下属与领导的交换质量越高,信任在真实型领导与下属追随力关系中起到的中介效应越强。本文揭示了真实型领导与下属追随力之间的内在联系,并在此基础上给出管理实践建议,旨在对我国追随力研究进行推介和深化,并为经济转型时期人力管理实践做出贡献。

Cultivating subordinates ＇ high-followership is becoming a new and important topic in leadership study, and it＇ s also important issue for Chinese management practice. Taking root in the new normal situation of human resources management in China, this paper investigates the influence of authentic leadership on employee followership and the underlying mechanisms. An empirical research based on a sample of 237 employees reveals that authentic leadership has a significantly positive effect on employee followership; employee＇ s trust in leaders partially mediates the relationship between authentic leadership and employee followership; and the positive moderating effects of leader-member exchange between authentic leadership and employee trust, as well as the indirect association between anthcntic leadership and employee followership were supported. Our rooted in the new normal situation of human resources research uncovers the impact mechanisms of authentic leadership on employee followership and provides several practical implications based on these findings, with an aim to boost the progress of local studies of followership as well as to help the development of human resource management practice during the economic transformation period in China.