如何让壮志不难酬?领导动机对领导力涌现的作用机制研究

How to prevent leadership aspiration from being unattainable?On the mechanisms in the relationship between motivation to lead and leadership emergence

基于内隐领导理论与解释水平理论,探究领导动机通过工作绩效影响领导力涌现的内在逻辑与边界条件。研究发现:领导动机强的员工是否选择提升工作绩效(角色内绩效、创新绩效、组织公民行为)来实现领导之志,取决于其解释水平,高解释水平员工在领导动机驱动下会提升角色内绩效、创新绩效,从事组织公民行为,而低解释水平员工则不然;仅提升角色内绩效难以实现领导力涌现,而提升创新绩效和从事组织公民行为则有助于此。

Drawing on implicit leadership theory and construal level theory, this study explores the internal logic and boundary condition of how motivation to lead influences leadership emergence through job performance. The results reveal that whether or not employees with a strong motivation to lead would choose to improve their in-role and creative performance, and engage in organizational citizenship behavior( OCB) to accomplish their leadership aspiration, is contingent upon their construal level. When employees' construal level is high, their motivation to lead would significantly enhance their in-role and creative performance, and encourage their OCB. Conversely, when employees' construal level is low, this incentive effect of motivation to lead would not be significant. Achieving leadership emergence solely through improving in-role performance can be challenging, however, improving creative performance and engaging in OCB can help employees attain their leadership aspiration.