领导更替时领导能力会影响员工主动行为吗?

Can Leadership Ability Influence Employee Active Behavior during Leadership Transition?

以往企业领导更替研究聚焦于高管更替对组织和团队影响,却很少关注中基层领导更替时领导能力对员工主动行为影响。基于信号传递理论,采用四个时间点中基层领导与员工配对方式,考察了领导更替时领导能力对员工主动行为作用机制和边界条件。研究结果表明:在领导能力一致/不一致下,前任强-新任强和前任弱-新任强时领导更替对员工自我效能感和员工主动行为的影响都更显著;前/新任领导能力一致性借助员工自我效能感影响员工主动行为;组织支持调节前/新任领导能力一致性与员工自我效能感和员工主动行为关系。因此,企业选聘新任领导时要重点对其能力进行考核,还要营造出和谐的组织支持氛围,并注重培养和提升员工的自我效能感,以此来提高员工主动行为。

Previous research on corporate leadership transition has focused on the impact of executive change on the organization and team,but little attention has been paid to the impact of leadership ability on employees'active behavior when middle and grassroots leaders are replaced.Based on the theory of signal transmission,this paper adopts the pairing method between middle and grassroots leaders and employees at four time points,and examines the mechanism and boundary conditions of the effect of leadership ability on employees'active behavior when leaders are replaced.The results show that when the leadership ability is consistent/inconsistent,leadership transition has a more significant impact on employees'self-efficacy and active behavior when both the former and the new are strong and when the former is weak and the new is strong;consistency of former/new leadership ability influences employees'active behavior through employee self-efficacy;organizational support moderates the relationship between former/new leadership consistency and employees'self-efficacy and active behavior.Therefore,when selecting and recruiting new leaders,enterprises should focus on assessing their abilities,creating a harmonious organizational support atmosphere,and focusing on cultivating and enhancing employees'self-efficacy,so as to improve employees'active behavior.