摘要
基于自我归类视角探讨真实型领导影响员工组织异议(侧向异议、向上异议)的中介机制和边界条件。对本土企业内296份员工及其直接上司配对样本的实证分析发现:内部人身份认知部分中介真实型领导与组织异议之间的关系;中国人传统性对内部人身份认知与侧向异议之间的关系没有调节作用,但显著调节内部人身份认知对向上异议的影响;同时,中国人传统性还显著调节内部人身份认知在真实型领导与向上异议关系间的中介作用。
Based on self - categorization perspective, this study viewes the influence of authentic leadership on organizational dissent （latent dissent, articulated dissent） as an insider status cognitive process. In particular, it examines the mediating role of perceived insider status and the moderating role of Chinese traditionality. It finds that perceived insider status partially mediates the relationship between authentic leadership and organizational dissent; Chinese traditionality plays a moderating role on the relationship between perceived insider status and articulates dissent but not on the linkage between perceived insider status and latent dissent; In addtion, Chinese traditionality moderated the indirect effect of authentic leadership on employees＇ articulated dissent via perceived insider status.
出处
《软科学》
CSSCI
北大核心
2017年第12期73-77,共5页
Soft Science
基金
国家自然科学基金项目(71302047
71772116)
上海市社会科学规划基金项目(2014EGL006)
关键词
真实型领导
内部人身份认知
组织异议
中国人传统性
authentic leadership
perceived insider status
organizational dissent
Chinese traditionality
