自恋领导对下属绩效的影响研究:基于关系视角

The Impact of Leader Narcissism on Follower Performance:Based on Relational Perspective

近年来,在领导特质研究领域,自恋领导得到了学者的广泛关注。尽管现有研究探讨了自恋领导对下属的影响效果,但鲜有研究从领导与下属人际互动视角揭示自恋领导的作用机制。本文基于领导特质过程模型和权威互补理论,探讨自恋领导对下属绩效的影响,并挖掘其内在影响机制及作用边界条件。通过对一家金融公司进行多时点、多来源的问卷调查,研究结果表明:自恋领导对下属绩效具有显著的负向影响;关系冲突在其中起中介作用;下属权力距离负向调节了自恋领导与关系冲突之间的正向关系,即下属权力距离越低,自恋领导与关系冲突的正向关系越强,反之则越弱。此外,当下属权力距离较低时,关系冲突的中介作用更强,反之则被削弱。

Recently,in the field of leader trait research,leader narcissism has received wide attention from scholars.Although the existing research has explored the effectiveness of leader narcissism on followers,few studies paid attention to the relational mechanism linking leader narcissism with followers’outcomes.Based on the leader trait process model and dominance complementarity theory,the effect of leader narcissism on follower performance is explored,and try to reveal the mechanism and boundary condition underlying it.Through a multi-wave and multi-source questionnaire survey in a financial company,the results suggestes that leader narcissism negatively affectes follower performance by inducing relational conflict.Follower’s power distance negatively moderates the relationship between leader narcissism and relational conflict such that the positive relationship is stronger under the condition of lower follower’s power distance.In addition,when the level of follower’s power distance is low,the negative indirect effect of relational conflict is stronger,and vice versa.