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破坏性循环:处理和应对破坏性领导力
Maria Fors Brandebo1, Miriam van Baalen1
1Swedish Defence University, Stockholm, Sweden.
Scandinavian journal of psychology
|January 14, 2026
概括
这项研究揭示了一个"破坏性循环",破坏性领导行为被延续. 下属使用以情绪为中心的应对,而上级使用以问题为中心的策略,受到组织文化的影响.
科学领域:
- 组织心理学 组织心理学
- 领导力研究 领导力研究
- 社会学 社会学 社会学
背景情况:
- 关于破坏性领导力应对机制的研究有限.
- 专注于行为和结果,而不是压力管理策略.
研究的目的:
- 了解下属和上级如何应对破坏性领导力.
- 探索组织文化对这些应对策略的影响.
主要方法:
- 基于理论的方法. 地理理论方法.
- 采访了26名瑞典武装部队的个人 (下属和上级).
- 不同的参与者人口统计 (性别,年龄,背景,等级).
主要成果:
- 一个"破坏性循环"模型解释了破坏性领导的循环.
- 下属主要使用以情绪为中心的应对方法 (例如,退出).
- 上级倾向于使用以问题为中心的应对方法 (例如,直接行动).
- 组织制约使破坏性行为成为可能,并阻碍有效应对.
结论:
- 破坏性领导力是在组织层次结构中共同生产和复制的.
- 背景因素显著限制了对破坏性领导的建设性反应.
- 结合下属和高级视角,提供了对破坏性领导力学动态的整体观点.
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