本文選題：情感綁架 + 員工管理　； 參考：《企業(yè)管理》2017年06期

【摘要】：正與有目的性的幫助相比,潛移默化的"情感綁架"更能深入人心,同時也增加了領(lǐng)導(dǎo)者的權(quán)力再生。究竟是什么魅力可以讓員工如同被戴上枷鎖,牢牢的捆綁在領(lǐng)導(dǎo)者個人理想的戰(zhàn)車上——順境時沖鋒陷陣,逆境中誓死追隨?根據(jù)社會交換理論,掌握資源支配權(quán)的領(lǐng)導(dǎo)者,在下屬最需要的時候不計回報地施與(例如給予財物、提拔或者寄予信任、賞識等),能夠在知恩圖報的社會規(guī)范作用下,使得下屬自發(fā)地對領(lǐng)導(dǎo)者產(chǎn)生一種情感
[Abstract]:Compared with purposeful help, the subtle "emotional kidnapping" is more popular and increases the regeneration of leaders' power. What is the charm that keeps employees in chains, firmly tied to the individual ideal chariot of the leader-in good times, and to the death in adversity? According to the theory of social exchange, leaders who have the power to control resources can give it to their subordinates regardless of return when they need it most (such as giving property, promoting or placing trust in, appreciating, etc.), so that they can act under the social norms of understanding and reward. Make subordinates spontaneously develop a kind of emotion to the leade
【作者單位】： 上海大學(xué)管理學(xué)院;
【分類號】：C933;F272.9
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本文編號：1941601