领导者选择反映了理想的文化差异,在组织成长过程中比在衰退过程中更有影响
Lucy Z Bencharit1, Elizabeth Blevins2, Michael Ko3
1Department of Psychology and Child Development, California Polytechnic State University.
Emotion (Washington, D.C.)
|March 9, 2026
概括
人们更喜欢领导者在组织成长过程中表达文化上有价值的情感,而不是在下降过程中表达情感. 领导者偏好的文化差异在增长过程中出现,但当组织面临衰退时就消失了.
科学领域:
- 跨文化心理学跨文化心理学
- 组织行为组织行为.
- 情感科学是一种情感科学.
背景情况:
- 了解领导者的情感偏好对于组织的成功至关重要.
- 文化价值观塑造了理想的情感状态 (理想的情感).
- 组织的表现可能会影响领导者的情感期望.
研究的目的:
- 调查组织绩效 (增长与下降) 如何影响领导者的情感偏好.
- 检查不同组织环境中首选领导者情绪的文化差异.
- 探索理想情感在塑造领导者选择中的作用.
主要方法:
- 三项研究 (N=1311) 涉及欧洲裔美国人,东亚裔美国人和香港华裔参与者.
- 参与者评价了理想领导者的情绪,或者在描绘组织成长或衰落的场景中选择领导者.
- 在理想情绪和领导者选择方面测量文化差异.
主要成果:
- 在增长期间,欧洲裔美国人和东亚裔美国人更喜欢兴奋的领导人,而不是冷静的领导人,而不是香港华人.
- 在组织衰退期间,领导者偏好的文化差异消失了.
- 理想的影响对高兴奋的积极情绪在有利的条件下预测领导者的选择.
结论:
- 领导者的情感偏好取决于组织绩效和文化价值观.
- 影响的文化理想在增长期间的领导者选择中表现得更强烈,而不是衰退.
- 组织衰退可能导致领导者在不同文化中的情感期望趋同.
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