本文選題：真實(shí)型領(lǐng)導(dǎo)　切入點(diǎn)：內(nèi)部人身份認(rèn)知　出處：《軟科學(xué)》2017年12期

【摘要】：基于自我歸類(lèi)視角探討真實(shí)型領(lǐng)導(dǎo)影響員工組織異議(側(cè)向異議、向上異議)的中介機(jī)制和邊界條件。對(duì)本土企業(yè)內(nèi)296份員工及其直接上司配對(duì)樣本的實(shí)證分析發(fā)現(xiàn):內(nèi)部人身份認(rèn)知部分中介真實(shí)型領(lǐng)導(dǎo)與組織異議之間的關(guān)系;中國(guó)人傳統(tǒng)性對(duì)內(nèi)部人身份認(rèn)知與側(cè)向異議之間的關(guān)系沒(méi)有調(diào)節(jié)作用,但顯著調(diào)節(jié)內(nèi)部人身份認(rèn)知對(duì)向上異議的影響;同時(shí),中國(guó)人傳統(tǒng)性還顯著調(diào)節(jié)內(nèi)部人身份認(rèn)知在真實(shí)型領(lǐng)導(dǎo)與向上異議關(guān)系間的中介作用。
[Abstract]:Based on the perspective of self-categorization, this paper discusses the influence of real leadership on employee organizational dissent (lateral dissent). Through the empirical analysis of 296 employees and their direct superiors in local enterprises, we find that: the relationship between the real leader and the organization dissent in the part of insiders' identity cognition; Chinese tradition has no effect on the relationship between insider identity cognition and lateral dissent, but significantly regulates the influence of insider identity cognition on upward dissent. Chinese tradition also significantly regulates the intermediary role of insider identity cognition in the relationship between real leadership and upward dissent.
【作者單位】： 上海大學(xué)管理學(xué)院;上海大學(xué)戰(zhàn)略管理研究中心;
【基金】：國(guó)家自然科學(xué)基金項(xiàng)目(71302047、71772116) 上海市社會(huì)科學(xué)規(guī)劃基金項(xiàng)目(2014EGL006)
【分類(lèi)號(hào)】：F272.92
，

本文編號(hào)：1653331