家长式领导行为调节取向对员工追随选择的影响

The Influence of Paternalistic Leadership on Employees' Following Selection

领导行为调节取向是员工追随选择的重要诱因之一,通过实地源采样256组横向与232组纵向的"主管—员工"配对问卷统计分析发现:家长式领导促进取向的德行、威权、仁慈行为正向激活员工的促进型情境调节焦点,进而诱发员工的促进性追随行为;而防御取向则正向激活员工的防御型情境调节焦点,进而诱发员工的防御性追随行为。高领导成员交换、组织公平感知两外因调节变量,正向强化家长式领导促进与防御取向行为,以及对员工促进与防御情境调节焦点的影响,反之会弱化这种正向影响。高心理授权这一内因调节变量,正向强化家长式领导促进取向行为,以及对员工促进型情境调节焦点的影响,低心理授权正向强化防御取向行为对员工防御型情境调节焦点的影响。

It has been confirmed that the orientation of leadership regulation is one of the important incentives for employees' following selection. However, few studies have been paid to it in Chinese organizations that focus on paternalistic leadership. Therefore, this study explored the relationship between paternalistic leadership and employees' following selection based on the data collected from 256 field sampling and 232 leaders and matched employees that finished questionnaires in China. It is found that promotion orientation behavior(benevolence behavior, moral behavior, authoritarianism behavior)positively activate to promoted regulatory focus, and then induce employee's promotional following behavior in Chinese paternalistic leadership. The relationship is also like this between defense orientation behavior and defensive regulatory focus, defensive following behavior. In addition, the moderator variables of high-LMX and organizational justice as external causes are strengthening the positive effect of orientation behavior on regulatory focus in Chinese paternalistic leadership; on the contrary, low-LMX and organizational unfairness are wakening it. High-psychological empowerment as an internal cause is positively reinforcing influence of promotion orientation on employees' promoted regulatory focus of paternalistic leadership; whereas low-psychological empowerment is positively reinf orcing influence of defense orientation on employees' defensive regulatory focus of paternalistic leadership.