下属至主管的关系识别:一个元分析审查
Yufei Zhong1, David M Sluss2, Katie L Badura1
1Scheller College of Business, Georgia Institute of Technology.
The Journal of applied psychology
|February 15, 2024
概括
下属和上司之间的关系认同 (RI) 是由领导者的行为和文化所塑造的. RI影响下属的态度和行为,不同于领导成员交换 (LMX).
科学领域:
- 组织心理学 组织心理学
- 社会心理学 社会心理学
- 管理学研究 管理学研究
背景情况:
- 下属到主管的关系识别 (RI) 是一个关键的组织结构.
- 现有的关于RI名义网络及其与领导者-成员交换 (LMX) 的区别的研究仍然不完整.
- 扩展现有类型,本研究系统地检查RI的先例和后果.
研究的目的:
- 系统地调查从下属到主管的关系识别 (RI) 的先例和后果.
- 将RI与领导成员交换 (LMX) 进行比较,以了解它们对下属态度和行为的影响.
- 在组织研究中扩大对RI的理解.
主要方法:
- 用157个独立样本的数据进行了元分析.
- 该研究检查了先例,包括领导者行为,国家文化,关系/组织背景和下属特征.
- 这项研究比较了RI和LMX对附属结果的影响.
主要成果:
- 积极的领导行为 (例如,转型型的领导力,主管谦逊) 是 RI 的重要先例.
- 下属的民族文化 (集体主义,权力距离),关系/组织背景和下属特征也影响RI.
- 与LMX相比,RI与下属的态度和行为有着不同的关系.
结论:
- 领导者的行为和文化背景在很大程度上影响了从下级到上级的RI.
- RI是一个与LMX不同的构造,对下属的态度和行为有独特的影响.
- 建议进行进一步的研究,以加深对RI在组织环境中的理解.
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