【摘要】：調(diào)節(jié)聚焦理論對(duì)領(lǐng)導(dǎo)者—追隨者角色認(rèn)知不對(duì)稱具有很強(qiáng)的解釋力,將該理論引入到認(rèn)知不對(duì)稱形成與影響機(jī)制中,構(gòu)建領(lǐng)導(dǎo)者—追隨者角色認(rèn)知不對(duì)稱模型。領(lǐng)導(dǎo)授權(quán)、領(lǐng)導(dǎo)支持的領(lǐng)導(dǎo)者因素作用于領(lǐng)導(dǎo)認(rèn)同,工作勝任力、自我價(jià)值感的員工因素作用于員工自我認(rèn)同,并共同作用形成角色認(rèn)知不對(duì)稱。在角色認(rèn)知不對(duì)稱情況下,促進(jìn)聚焦型員工和防御聚焦型員工會(huì)表現(xiàn)出不同的行為模式,領(lǐng)導(dǎo)者應(yīng)倡導(dǎo)積極行為模式,并促進(jìn)消極行為模式向積極行為模式的轉(zhuǎn)變,從而避免反生產(chǎn)行為,促進(jìn)組織發(fā)展。
[Abstract]:The theory of regulating focus has a strong explanatory power on the cognitive asymmetry of leader-follower role, which is introduced into the formation and influence mechanism of cognitive asymmetry, and the cognitive asymmetry model of leader-follower role is constructed. The leadership factors of leadership empowerment and leadership support play an important role in leadership identity, job competence, and self-worth. Under the condition of asymmetric role cognition, promotive focused employees and defensive focused employees will exhibit different behavior patterns. Leaders should advocate positive behavior patterns and promote the transformation of negative behavior patterns to positive behavior patterns. In order to avoid anti-production behavior, promote the development of organizations.
【作者單位】： 鄭州大學(xué);
【分類號(hào)】：C933
，

本文編號(hào)：2384760