谦卑型领导为何能提高员工绩效?领导-成员交换和组织自尊的多重中介作用

How Does Humble Leadership Improve Employee Performance? The Multiple Mediating Role of Leader-member Exchange and Organizational-based Self-esteem

近年来,谦卑型领导在组织中的重要性愈发突出,并被大量研究证实能够影响员工绩效。然而,关于谦卑型领导与员工绩效之间的内部机理,至今还有待进一步的探索与整合。鉴于此,本研究从社会交换与社会认知视角,探讨了谦卑型领导影响员工角色内绩效与组织公民行为的机理,尤其是分析了领导-成员交换和员工组织自尊的并行多重中介作用。采用结构方程模型对447份上下级配对数据进行分析,结果显示:谦卑型领导对员工角色内绩效、组织公民行为具有显著正向影响;领导-成员交换与组织自尊在谦卑型领导与员工绩效之间起并行多重中介作用,且二者中介作用相当。以上结果表明,在谦卑型领导影响员工绩效的过程中,领导-成员交换质量与组织自尊具有同样重要的作用。

In recent years, humble leadership in the organization has attracted increasingly attention, and has been found that it influences employee performance by a large number of studies. However, the mechanism linking humble leadership to employee performance needs to be further explored and integrated. In view of this, this paper explores the mechanism of humble leadership on employee in-role performance and organizational citizenship behavior, especially analyzing the parallel multiple mediating roles of leadership-member exchange and employee organizational-based self-esteem. Based on data analysis using structural equation model, the results show that： humble leadership has a significant positive impact on in-role performance and organizational citizenship behavior; leadership-member exchange and organizational- based self-esteem play the parallel multiple mediating roles between humble leadership and employee performance. Besides, the mediating role of leader-member exchange and organizational self-esteem is equally important. The above results show that both leader-member exchange and employee organizational-based self-esteem play a crucial role in the process where humble leadership exerts effect on employee performance.