变革型领导的跨层级传递与追随力:人力资源管理强度和企业性质的调节效应

The Cross-Level Cascading of Transformational Leadership on Followership:Moderation Effect of Strength of Human Resource Management and Enterprise Nature

管理实践中,不同层级的领导并非孤立存在,领导风格在不同层级之间能够得到继承、传递与发展。基于社会建构视角,结合本土化研究取向,探讨了不同领导层级的变革型领导行为对员工追随力的影响机制以及企业性质和人力资源管理强度的调节作用,得出以下4点结论:第一,中、高层管理者变革型领导行为正向影响员工追随力;第二,直线经理变革型领导行为在中、高层管理者变革型领导行为和员工追随力关系中起到传递作用;第三,企业性质调节直线经理变革型领导行为和员工追随力间的关系,相对于国有企业,非国有企业下直线经理变革型领导行为对员工追随力的影响更强。第四,人力资源管理强度调节直线经理变革型领导行为和员工追随力间的关系,高人力资源管理强度削弱了直线经理变革型领导行为对追随力的影响。

In management practice, leadership in different level does not exist in isolation, but inherit, transfer and develop from high level to low level. Based on social construction perspective and research orientation of indi- genization, this research discusses the effect of transformational leadership on employees＇ followership from dif- ferent levels and the moderation effect of enterprise nature and strength of human resource management（SHRM）. Results show that： Firstly, manager＇s transformational leadership is positively related to followership. Secondly, supervisor＇s transformational leadership plays a cascading effect between top managers＇ transformational leadership and followership. Thirdly, enterprise nature moderates the relationship between supervisor＇s transformational leader- ship and followership. Specifically, the relationship is stronger when enterprise nature is non-state-owned enter- prise. Fourthly, SHRM moderates the relationship between supervisor＇s transformational leadership and followership. Specifically, the relationship is stronger when SHRM is high rather than low.