平台型领导对员工个体角色绩效的影响机制——被调节的链式多重中介模型

员工只达到传统的工作绩效已无法在动态工作环境中充分实现组织目标，包含熟练性、适应性、主动性的个体角色绩效更符合当今组织要求。因此，本文从领导视角出发，基于互惠原则及社会交换理论，纳入个性化交易、心理资本和组织支持感三个因素，通过对571份调查问卷进行层次回归分析法和Process中介效应检验法实证探讨平台型领导从员工行为和心理两条路径影响个体角色绩效的内在机制和边界条件，构建了一个被调节的链式多重中介效应模型。实证研究表明，平台型领导与员工个体角色绩效正相关，且个性化交易和心理资本在其关系中起到链式中介作用，同时组织支持感正向调节个性化交易及心理资本对员工个体角色绩效的影响。

The Influence Mechanism of Platform Leadership on Employees' Individual Role Performance: A Moderated Chain Mediation Model

Employees only achieve the traditional job performance, which can not fully achieve the organizational objectives in the dynamic working environment. The individual role performance including proficiency, adaptability and initiative is more in line with the requirements of today''s organization. Therefore, from the perspective of leadership, this paper incorporated the three factors of idiosyncratic deals, psychological capital and perceived organizational support based on the principle of reciprocity and social exchange theory. Through the hierarchical regression analysis and process intermediary effected test of 571 questionnaires, this paper empirically discussed the internal mechanism and boundary conditions of platform leadership affecting individual role performance from two paths of employee behavior and psychology, and constructed a regulated chain multiple mediating effect model. Empirical research shows that platform leadership is positively correlated with employees'' individual role performance, and idiosyncratic deals and psychological capital play a chain intermediary role in their relationship. At the same time, perceived organizational support positively regulates the impact of idiosyncratic deals and psychological capital on employees'' individual role performance.