威权型领导对员工帮助行为的影响——一个有中介的调节模型

Influence of Authoritarian Leadership on Employee Helping Behavior:A Mediated Moderation Model

突发的新冠肺炎疫情使企业和员工面临的不确定性更加凸显,员工之间的互帮互助以及对企业的帮助行为对于企业发展也变得更为重要。威权型领导作为一种典型的领导类型普遍存在于华人企业中,并且在不确定性高的危机情景下发挥了重要作用。但已有研究对于威权型领导的影响存在争议,并且缺乏对威权型领导如何影响员工帮助行为从而推动企业可持续发展的探讨。基于社会认知理论,结合危机中人们的心理特点,从领导风格与员工特质匹配的视角,探讨威权型领导与不确定性规避的交互作用对员工自我效能的影响;进一步地,探讨自我效能在上述交互项与员工帮助行为之间的中介作用,构建有中介的调节模型。通过问卷调查和情景实验两个子研究检验研究假设。问卷调查的数据来自黑龙江省两家制造业企业的336名员工,运用Mplus 7.4进行数据分析;情景实验以具有3年~5年工作经验的200名员工为被试,进行威权型领导(高和低)与不确定性规避(高和低)的2×2组间实验设计,运用Spss 23.0进行数据分析。研究结果表明,不确定性规避显著调节威权型领导与员工自我效能之间的关系。当不确定性规避水平高时,威权型领导与员工自我效能呈正相关关系;当不确定性规避水平低时,威权型领导与员工自我效能之间的负相关关系不显著。两个研究都验证了有中介的调节作用,即威权型领导与不确定性规避的交互作用通过员工自我效能的中介作用影响员工帮助行为。当不确定性规避水平高时,威权型领导经由员工自我效能正向影响员工帮助行为;当不确定性规避水平低时,员工自我效能在威权型领导与员工帮助行为之间的中介作用不显著。研究结果丰富了威权型领导对组织结果变量具有积极影响的理论探索,响应了从新的理论视角探索威权型领导的中介和结果变量的呼吁,揭示了威权型领导何时以及如何促进员工帮助行为,为领导者在危机情景下结合员工特质明确领导风格、提升组织韧性、实现企业可持续发展提供参考借鉴。

The COVID-19 has made the uncertainty facing enterprises and employees more prominent.Under such situation,the helping behaviors between employees and helping for enterprises become more important for the development of enterprises.Authoritarian leadership,as a typical leadership style in Chinese enterprises,plays an important role in the crisis situations with high uncertainty.However,existing research is controversial about the influence of authoritarian leadership,and there is a lack of research on how authoritarian leadership affects employee helping behavior to promote the sustainable development of enterprises.Drawing on the social cognitive theory and combining people′s psychological states under crisis,this study explores how the interaction between authoritarian leadership and employee uncertainty avoidance affects employee self-efficacy from the perspective of fit between leadership style and employee trait.Further,this study explores the mediating effect of self-efficacy between the above interaction terms and employee helping behavior,and thus establishing a mediated moderation model.The hypotheses of the study were tested through a questionnaire survey and a scenario experiment.The survey data came from 336 employees of two state-owned manufacturing enterprises in Heilongjiang Province,China.The data analysis was conducted through Mplus7.4.In the scenario experiment,200 employees with 3-5 years of work experience were selected as the participants,and a 2×2 between-group design was employed.The data was analysed using Spss 23.0.The results of analysis indicate that uncertainty avoidance significantly moderates the relationship between authoritarian leadership and employee self-efficacy.When the level of uncertainty avoidance is high,there is a significant positive relationship between authoritarian leadership and employee self-efficacy.When the level of uncertainty avoidance is low,the negative relationship between authoritarian leadership and employee self-efficacy is not significant.Both studies have verified the mediated moderating effect,that is,the interaction between authoritarian leadership and uncertainty avoidance on employee helping behavior was mediated by employee self-efficacy.When the level of uncertainty avoidance is high,authoritarian leadership can positively affect employee helping behavior via self-efficacy.When the level of uncertainty avoidance is low,the mediation effect of employee self-efficacy between the relationship of authoritarian leadership and employee helping behavior is not significant.This study not only enriches the theoretical exploration of the positive influence of authoritarian leadership on organizational outcomes,but also responds the call to explore the mediating and outcome variables of authoritarian leadership from a new theoretical perspective and reveals when and how authoritarian leadership promotes employee helping behavior.At the same time,this study provides a reference for leaders to determine their leadership style by considering employees′traits under crisis situations,thus improving organizational resilience and achieving sustainable development.