真实型领导、内部人身份认知与顺从型组织公民行为:一个有调节的U型中介效应模型

Authentic leadership,perceived insider status and affiliative organizational citizenship behaviors:A moderated U-shaped mediation model

结合社会交换理论和自我控制视角,本文探讨了真实型领导、内部人身份认知与顺从型组织公民行为之间的关系,并构建了一个有调节的U型中介效应模型。研究发现:真实型领导对内部人身份认知具有正向影响;内部人身份认知对顺从型组织公民行为具有U型影响;内部人身份认知在真实型领导与顺从型组织公民行为之间具有U型中介效应;员工政治技能对内部人身份认知与顺从型组织公民行为的U型关系具有调节效应,且员工政治技能调节内部人身份认知的U型中介效应。最后,讨论了研究的理论贡献与实践启示。

Authentic leadership behaves in accordance with their deep values,and creates positive psychological capacity and moral climate,which results in both greater self-awareness and relational transparency.It will satisfy employees’needs of belonging and social identification,thus encourage them to undertake more citizenship responsibilities via promoting employees’perceived insider status.When authentic leadership declines,the inconsistency between its values and behaviors will lead to the uncertainty of working environment.At this time,employees’perceived insider status will decrease,and as a result,employees will undertake less citizenship responsibilities that are inconsistent with their own identity.When perceived insider status drops to a certain level along with authentic leadership and continues to decline,the imbalance of work control can’t sustain the normal work due to the lack of adequate psychological and work resources.In order to restore the resource control,employees will adjust their acting strategies,such as improving affiliative organizational citizenship behaviors.Furthermore,employees with high political skill have keen environmental insights and will develop interpersonal interaction flexibly to exert proactive influence on others and the environment.The keen insight will prompt employees to perceive identity crisis earlier and adjust their behavior strategies in time,so that the U-shaped effect of perceived insider status on affiliative organizational citizenship behavior will be magnified.Drawing on social exchange theory and self-control perspective,a moderated U-shaped mediation model was developed to explain the relationship among authentic leadership,perceived insider status and affiliative organizational citizenship behaviors.A paired questionnaire survey from manufacturing enterprises was conducted in China.We collected the data by 3 time intervals,and received a total of 336 paired responses.The results indicate that:authentic leadership has a positive effect on perceived insider status;perceived insider status has a U-shaped effect on affiliative organizational citizenship behaviors,that is the medium level of perceived insider status leads to the lowest level of affiliative organizational citizenship behavior;perceived insider status mediates the U-shaped relationship between authentic leadership and affiliative organizational citizenship behaviors;employees’political skill moderates the Ushaped relationship between perceived insider status and affiliative organizational citizenship behaviors.When employees with high political skill,the U-shaped effect of perceived insider status on affiliative organizational citizenship behaviors is strengthened and moves upward;when employees with low political skill,the effect of perceived insider status on affiliative organizational citizenship behavior is weakened into the linear positive relationship and moves downward.Furthermore,Employees’political skill moderates the U-shaped mediation effect of authentic leadership on affiliative organizational citizenship behavior through perceived insider status,and the mediation effect will be stronger when employees’political skill is higher.These findings are also beneficial for management practices.First,organizations should stimulate employees’perceived insider status by multi-pronged efforts.In addition to authentic leadership,the“ownership spirit”will be enhanced through full authorization,independent decision-making,and other ways,so as to urge more affiliative organizational citizenship behaviors.Second,organizations must be vigilant in“medium trap”of insider identity.The findings indicate that the moderate level of perceived insider status will lead to the least affiliative organizational citizenship behaviors,so it is necessary to avoid the“half-baked”of employees’perceived insider status.Thirdly,political skills should be cultivated and improved for employees.The organization can help them improve political skills through practical training,alternative learning,communication training and situational simulation.