摘要
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.
出处
《企业经济》
北大核心
2022年第8期89-100,共12页
Enterprise Economy
基金
国家自然科学基金项目“玩时不忘初心:团队中玩兴的多重效应及其应对策略研究”(项目编号:71872134)
国家自然科学基金项目“因‘我们’而创新——组织认同对员工创新行为的促进和抑制过程研究”(项目编号:71872135)。
关键词
领导更替
领导能力
员工自我效能感
组织支持
员工主动行为
leadership transition
leadership ability
employees'self-efficiency
organizational support
employees'active behavior