一起领导,分开消耗:一种共享领导和创造性服务绩效的调节调解模型
Ahsan Ali1, Hussain Tariq2, Asad Abbas3
1School of Economics and Management, Zhejiang Sci-Tech University, Hangzhou, 310018, PR China.
Acta psychologica
|October 28, 2025
概括
共享领导力可以耗尽员工的资源,对创造性表现产生负面影响. 虽然预计网络的中心性会加剧这种影响,但该研究发现它并没有显著改变这种关系.
科学领域:
- 组织行为 组织行为
- 社会心理学 社会心理学
背景情况:
- 共享领导力研究往往忽视了个人成本.
- 自我消耗理论表明,领导的参与可以耗尽资源.
研究的目的:
- 调查共享领导对个人创意服务绩效负面影响.
- 检查资源枯竭作为一个调解者.
- 测试网络的中心性作为一个主持人.
主要方法:
- 时间滞后的多层次研究设计.
- 对于共享领导和网络中心性的社会网络分析.
- 来自68个中国服务组织的341名团队成员的数据.
主要成果:
- 共享领导力通过资源耗尽间接损害了创意服务业绩.
- 核心网络职位的个人经历了更强烈的负面影响.
- 网络的中心性并没有显著缓解间接影响.
结论:
- 分享领导力通过资源耗尽,给个人带来成本.
- 网络中心在这种关系中的调节作用需要进一步研究.
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