双元领导与员工前瞻行为:认同与中庸的作用

以往有关双元领导的影响结果研究多聚焦于创造力、创新变量,却忽视了个体行为这一典型后果。本研究基于社会认同理论,探讨双元领导对员工前瞻行为的影响,并检验领导认同的中介作用及员工中庸思维对这一中介路径的调节作用。以421份追踪数据为样本进行回归分析和条件性间接效应检验的结果表明:双元领导与员工前瞻行为显著正相关,领导认同在此关系中起部分中介的作用;中庸思维显著调节双元领导通过领导认同影响员工前瞻行为的间接效应,表现为这一间接效应对于高中庸思维的员工而言相对较强,对于低中庸思维的员工而言相对较弱。因此,为促进员工前瞻行为,管理者应积极展示双元行为,激发员工的认同感,并培养员工的中庸思维。

The previous research about the outcomes of ambidextrous leadership has focused on creativity and innovation. However, we still know little about how ambidextrous leadership can make effect on individual behaviors. Based on the social identity theory, the present article aims to explore the effect of ambidextrous leadership on employees＂ proactive behavior with the mediating role of leadership identity and moderating role of zhong-yong thinking style. We examined the hypotheses with the data collected from 421 employees by conducting regression analysis and conditional indirect effect analysis. The results indicated that leadership identity partially mediated the positive relationship between ambidextrous leadership and employees＇ proaetive behavior. The moderating effect of zhong-yong thinking style was also proved, which means the moderated mediation effect of ambidextrous leadership on proactive behavior （via leadership identity） was stronger for those with higher zhong-yong thinking style. From this research, we suggest that in order to promote employees＇ proactive behavior, managers should positively conduct ambidextrous behaviors, stimulate employees＇ leadership identity, and cultivate the zhong-yong thinking style of employees.