领导—成员交换研究回顾与展望

领导—成员交换是西方学者从领导与下属垂直对子关系视角提出的一个构念,它会受到领导特征、成员特征、领导与成员一致性以及领导与成员互动关系等因素的影响,也会对员工的工作态度、工作行为和工作绩效产生影响.而且,在团队工作情境下,此领域衍生出了团队领导—成员交换、领导—成员交换关系差异和相对领导—成员交换等新构念.未来应对领导...     

道德领导对员工建言影响的实证研究

本研究主要探究道德领导对员工建言行为的影响及其中介作用机制。通过对珠三角地区的企业员工进行问卷调查,共获得275份有效样本数据。研究发现:道德领导对员工建言行为有显著的正向影响,组织认同和领导成员交换在其中起着部分中介的作用。     

变革型领导对员工组织公民行为的影响机制研究

本文探讨了变革型领导行为对员工组织公民行为产生影响的作用机制,及领导-成员交换关系从中起到的作用。文章以我国国有企业中部分企业家、最高管理者及其员工为调查对象搜集数据,通过实证研究,对变革型领导、领导-成员交换与组织公民行为关系中的相互作用进行了分析,并检验了变革型领导行为通过领导-成员交换的中介变量对员工组织公民行为产生影响的作用机制。     

变革型领导对领导-成员交换关系的影响探析——在员工负性情绪的调节作用下

是否变革型领导在任何情境下都会带来高质量的LMX?变革型领导与不同特质的员工(高/低负性情绪员工)会形成怎样的LMX?本文探讨在员工负性情绪的调节作用下,变革型领导对LMX的影响机制和影响过程。     

领导——成员交换与员工建言行为

当今知识经济时代,伴随着企业环境动态性的加剧,员工的价值不仅反映在他们所拥有的劳动力上,更加体现于他们能够产生富有创造性的思想和观点.员工建言行为对组织的变革和发展有非常重要的意义,领导——成员交换是影响员工建言行为的重要因素,其对员工建言行为的影响通过员工自我感知实现,组织自尊和内部人身份认知是员工建言行为的内在驱动力.     

员工建言行为对工作绩效的作用机制——基于内隐追随理论的研究

基于内隐追随理论,本文探讨不同类型的建言行为如何通过领导内隐追随原型对领导-成员交换关系及员工绩效产生差异化作用。通过对409份样本数据进行分析,结果发现：促进性建言与工作绩效正相关;抑制性建言与工作绩效呈倒U型关系;领导-成员交换关系分别在促进性建言与工作绩效的线性关系、抑制性建言与工作绩效的倒U型关系中起中介作用;包容型领导调节了两类建言行为与领导-成员交换的关系。研究结果揭示出建言行为对个体工作绩效作用结论不一致的原因,拓展了建言行为研究的理论视角。     

包容型领导、员工建言对高新技术企业研发人员创新行为的影响研究

包容型领导作为关系型领导的核心,其对组织成员的心理和行为均具有重要作用。本研究以包容型领导为前因变量,引入建言行为作为中介变量,探究包容型领导对研发人员创新行为的作用机理。研究表明,包容型领导对建言行为、创新行为有显著正向影响,建言行为与创新行为显著正相关,建言行为本在包容型领导与创建行为间起部分中介作用。本研究结论不仅丰富了创新行为前因变量的本土化研究,而且拓展了包容型领导在中国情境下的理论和实践意义。     

浅谈家长式领导对企业员工建言行为的影响

在企业管理中企业员工的建言行为是企业领导者积极提倡的,通过员工积极意见和建议的提出,对企业领导效率的进一步提升有着重要影响。家长式领导,是具有中国特色的上级领导方式,对促进企业员工建言有着重要影响作用。本文将对员工建言行为以及家长式领导进行介绍,并着重探讨家长式领导对企业员工建言行为的影响。旨在通过本文论述为企业家长式领导方式的应用提供理论参考,促进企业员工积极建言,促进企业长远健康发展。     

包容型领导对员工建言行为的双重作用机制研究

基于资源保存理论,文章从个体层面和团队层面分别探讨了包容型领导对员工建言行为的影响。来自6个城市105个团队领导和329名员工的配对调查数据结果显示,包容型领导能显著正向影响员工建言行为。在团队层面,包容型领导有助于团队关怀型伦理氛围的形成,团队关怀型伦理氛围直接正向影响员工建言行为,关怀型伦理氛围在包容型领导和员工建言行为之间起到中介作用。同时在个体层面,包容型领导有助于促进员工组织自尊的形成,组织自尊直接正向影响员工建言行为,组织自尊在包容型领导和员工建言行为之间起到中介作用。     

真实型领导对员工建言行为的影响研究——组织自尊的中介作用

本文主要研究真实型领导、组织自尊、员工建言行为三者之间的关系,通过发放问卷的形式,收集有效问卷244份。利用软件SPSS17.0对三个变量的量表进行信度和效度检验,并采用LISREL8.70软件,进行结构方程建模来验证研究假设,结果表明:(1)组织自尊对员工建言行为有正向的预测作用;(2)真实型领导对员工建言行为有正向的预测作用;(3)真实型领导对组织自尊有正向的预测作用;(4)组织自尊在真实型领导和员工建言行为之间起部分中介作用。     

A Cross-Cultural Examination of the Endorsement of Ethical Leadership

The western-based leadership and ethics literatures were reviewed to identify the key characteristics that conceptually define what it means to be an ethical leader. Data from the Global Leadership and Organizational Effectiveness (GLOBE) project were then used to analyze the degree to which four aspects of ethical leadership – Character/Integrity, Altruism, Collective Motivation, and Encouragement – were endorsed as important for effective leadership across cultures. First, using multi-group confirmatory factor analyses measurement equivalence of the ethical leadership scales was found, which provides indication that the four dimensions have similar meaning across cultures. Then, using analysis of variance (ANOVA) tests each of the four dimensions were found to be universally endorsed as important for effective leadership. However, cultures also varied significantly in the degree of endorsement for each dimension. In the increasingly global business environment, these findings have implications for organizations implementing ethics programs across cultures and preparing leaders for expatriate assignments. Christian J. Resick is Assistant Professor of Industrial and Organizational Psychology at Florida International University. His research is aimed at understanding how people interact with and influence various aspects of their work environments, including cultures, climates, leaders, and teammates along with the implications for various aspects of organizational behavior. A particular focus of Christian’s work examines ethical leadership and the critical linkages between leadership and organizational ethics. He received his Ph.D. from Wayne State University. Paul J. Hanges is a professor in the Department of Psychology at the University of Maryland and the head of the Industrial/Organizational Psychology program in the department. He is an affiliate of the Cognitive Psychology program and the R. H. Smith School of Business. Paul’s research focuses on three topics (a) social cognition, leadership, and cross-cultural issues; (b) personnel selection, test fairness, and racial/gender discrimination; and (c) research methodology. He is on the editorial board of the Journal of Applied Psychology and The Leadership Quarterly and is a fellow of the Society of Industrial and Organizational Psychology and the American Psychological Association. Marcus W. Dickson is Associate Professor of I/O Psychology at Wayne State University in Detroit. His research generally focuses on issues of leadership and culture (both organizational and societal), and the interaction of those constructs. He is a former Co-Principal Investigator of the GLOBE Project, and his work has appeared in Journal of Applied Psychology, Applied Psychology: An International Review, and The Leadership Quarterly, among others. Jacqueline K. Mitchelson is a doctoral candidate in Industrial and Organizational Psychology at Wayne State University. Her current research areas are leadership, organizational culture, individual differences and work-family conflict.     

Chinese Leadership Voice Confidence in US Economy

U.S.Vice President Joe Biden wrapped up his four-day visit to China on August 21. At each step of the tour,Biden stressed the importance of cooperation amid global uncertainty,and offered assurances that the U.S.economy,despite its problems,remained strong.His message was echoed by Beijing's top leaders,who voiced confidence in the U.S.economy. Biden's visit was the first high-level meeting     

Impact of Leadership Style on Channel Partner Motivation

Abstract

While channel decision makers can expend considerable effort in designing efficient and effective distribution channel systems to serve their target markets, success in achieving the firm's distribution objectives may not be realized without implementing a systematic program for motivating distribution channel partners. This places a premium on the identification and use of effective channel strategies for motivating channel partners as well as the capacity of the channel captain to provide leadership as a means of attaining a differential advantage. Thus, channel leadership style has become a critical issue in the administration of distribution channels. Despite the importance of motivating channel partners, there is a paucity of research on this construct. To augment the existing knowledge on channel partner motivation-a fundamental area of interorganizational management-this study empirically examined the influence of participative, supportive, and directive leadership styles on channel partner motivation. Moreover, the relationship between channel partner motivation and channel partner performance is also investigated.

The linkages among the constructs were empirically tested on data drawn from a sample of distributive institutions for new automobiles. The findings from this investigation indicate that participative, supportive and directive leadership styles are statistically significant predictors of channel partner motivation, which, in turn, is a determinant of channel partner performance. Distribution channel management implications are discussed, the limitations of the study are identified, and directions for future research are proffered.     

Impact of Personality on Sales Manager Leadership Style

ABSTRACT

Much research in sales management has examined the impact sales manager leadership styles have on salesperson work outcomes. What has not been investigated is what factors may lead an individual to adopt one leadership approach over an alternate. Theorists in organizational behavior posit that personality characteristics may be predictive of the leadership style an individual employs. This paper reports the results of a study that explored whether two key personality variables-extraversion and neuroticism-are related to three prominent leadership styles-laissez-faire, transaction-al, and charismatic. The findings support the overriding hypothesis that the two personality variables are strongly related to and account for a substantial portion of the variance in the three leadership styles. Implications for sales management practice and research are provided.     

Authentic Leadership and Employee Voice Behavior: A Multi-Level Psychological Process

This study investigates the psychological process of how authentic leadership affects employee voice behaviors. The theoretical model of this study proposes that employee positive mood and leader–member exchange (LMX) quality mediate the relationship between authentic leadership and voice behavior, while the procedural justice climate moderates the mediation effects of positive mood and LMX quality. Multi-level data from 70 workgroups of a real estate agent company in Taiwan support all hypotheses. This study reveals the cross-level effects of authentic leadership, and provides practical suggestions to help employees express their opinions in organizations.     

The Impact of Voice Mail Technology on Internal Service Quality

Abstract

The proliferation of sophisticated computer-assisted communication technologies (e.g., voice mail systems, computer conferencing, video conferencing, electronic mail, image transmission) is causing organizations to examine the potential influence such technologies could have on the quality of service delivered to customers (both, internal and external). This paper investigates the impact of an advanced communication technology on the quality of service delivered by employees within an organization to their peers (internal customers). An empirical study was conducted to assess the expectations and performance levels of “internal service” after the incorporation of an advanced communication technology (voice mail) within one service organization (financial institution). Results indicate that the level of expectations of internal service in the context of voice mail were much higher than actual service performance. Analysis also revealed that perceptions of internal service quality significantly differed on the basis of gender and educational level of respondents. Directions for future research and managerial implications for enhancing internal service quality through the incorporation of new information technologies are also discussed.     

票据不得转让对票据流通性的影响

票据是一种流通证券,背书转让是我国票据流通的基本方式,禁止背书就是对票据流通性的限制或禁止。深入分析出票人禁止背书、背书人禁止背书以及法定禁止背书的法律效力,对确定票据权利背书的转让后果,促进票据流通的迅速、安全,发挥票据在经济活动中应有的作用,具有重要意义。