通过"我"与"我们"进行领导:领导者的动机和行为植根于领导者身份和团队身份
Niklas K Steffens1, Kim Peters2, Ronit Kark2,3,4
1School of Psychology, The University of Queensland, Brisbane, Queensland, Australia.
The British journal of social psychology
|January 28, 2026
概括
领导者作为领导者或团队成员的自我概念影响动机和行为. 与领导者身份相比,团队身份推动了团队更大的支持和资源共享.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 领导力研究 领导力研究
背景情况:
- 领导者的自我概念,包括领导者和团队的身份,显著影响他们的动机驱动器和行为结果.
- 了解领导者身份和团队身份之间的相互作用对于有效的领导和团队运作至关重要.
研究的目的:
- 调查领导者身份和团队身份如何不同地塑造领导者的动机和行为.
- 探索这些身份对以团队为导向的组织公民行为和资源共享的影响.
- 检查自我反思作为加强领导者和团队身份的领导力发展工具的有效性.
主要方法:
- 进行了三项研究:两个实地调查 (N=667,N=432) 和一个实验室实验 (N=60名领导者,N=120名团队成员).
- 数据收集包括评估领导者和团队身份,动机和组织公民行为的调查.
- 实验室实验检查了互动团队中的资源共享行为以及自我反射干预措施的影响.
主要成果:
- 领导者身份比身份领导更强烈地预测了个人身份建设的动机.
- 团队身份更强烈地预测了身份领导 (建立团队社会身份) 的动机,而不是个人身份建设.
- 团队身份积极预测团队成员面向的组织公民行为和资源共享,而领导者身份预测这些行为较少.
结论:
- 领导者和团队的身份是领导的独特基础.
- 团队认同是领导者培养团队凝聚力和支持团队成员的动机的一个更强大的驱动力.
- 对独特的自我反思可以成为领导力发展的宝贵工具,根据领导者经验水平量身定制干预措施.
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