The Influence Mechanism of Differential L eadership on Counterproductive Work Behavior-an Exploratory Research Based on Multiple Perspective

doi:10.12005/orms.2020.0304

Operations Research and Management Science ›› 2020, Vol. 29 ›› Issue (11): 223-231.DOI: 10.12005/orms.2020.0304

• Management Science • Previous Articles Next Articles

The Influence Mechanism of Differential L eadership on Counterproductive Work Behavior-an Exploratory Research Based on Multiple Perspective

LIU Wen-bin¹, TANG Chao², TANG Jie¹

1. School of Management and Economics, UESTC, Chengdu 610054, China;
2. School of Management, ISCTE-University Institute of Lisbon, Lisbon 2725-079, Portugal;
3. School of Economics, Fujian Normal University, Fuzhou 350007, China

Received:2019-06-06 Online:2020-11-25 Published:2023-07-12

差序式领导对员工反生产行为的影响机制——基于多理论视角的探索性研究

刘文彬¹, 唐超², 唐杰³

1.电子科技大学经济与管理学院,四川成都 610054;
2.葡萄牙里斯本工商管理大学商学院,葡萄牙里斯本 2725-079;
3.福建师范大学经济学院,福建福州 350007

通讯作者: 唐杰(1981-),男,福建福州人,博士,副教授,研究方向:组织理论与组织变革
作者简介:刘文彬(1982-),男,浙江衢州人,博士,副教授,研究方向:组织行为与人力资源管理;唐超(1969-),男,贵州遵义人,博士研究生,研究方向:领导行为、角色外行为;
基金资助:
国家社会科学基金资助项目(19BGL126); 四川省科技厅软科学研究项目(20RKX0623)

Abstract

Abstract: Differential leadership is a characteristic leadership behavior in line with Chinese culture, which is based on the differential pattern of Chinese traditional grass-roots society, its extensive existence and practical effectiveness have been confirmed by some studies. However, previous studies have not explored the mechanism by which this leadership behavior affects employees counterproductive behavior. Therefore, based on Conversation of Resources Theory, Cognition V aluation Theory and Social Norm Theory, usingcross level analysis, we confirm these by studying a sample of 403 employees from 58 teams: 1) promoting rewards, commu-nication care and tolerance has a significant negative impact on employee CWB; 2) psychological empowerment plays an mediation role when promoting rewards and tolerating impact on CWB; 3) team ethical climate has a cross-level moderating effect on communication care and tolerance impact on CWB.

Key words: differential leadership, counterproductive work behavior, psychological empowerment, team ethical climate

摘要： 差序式领导行为在中国企业中的广泛存在性和实践有效性已被证实,但尚未发现该行为对员工反生产行为的影响及其具体机制。本文基于资源保护理论、自我认知评价理论和社会规范理论,采用跨层次分析的方法,对来自58个团队的403个样本的实证研究发现:(1)提拔奖励、沟通照顾和宽容犯错等领导者偏私行为对员工反生产行为有显著负向影响;(2)心理授权在提拔奖励和宽容犯错影响员工反生产行为的过程中具有中介作用;(3)团队伦理气氛对沟通照顾和宽容犯错影响员工反生产具有跨层次调节作用。相关研究结论对于理解差序式领导行为的有效性及其作用机制具有重要理论价值。

关键词: 差序式领导, 反生产行为, 心理授权, 团队伦理气氛

CLC Number:

F271

LIU Wen-bin, TANG Chao, TANG Jie. The Influence Mechanism of Differential L eadership on Counterproductive Work Behavior-an Exploratory Research Based on Multiple Perspective[J]. Operations Research and Management Science, 2020, 29(11): 223-231.

刘文彬, 唐超, 唐杰. 差序式领导对员工反生产行为的影响机制——基于多理论视角的探索性研究[J]. 运筹与管理, 2020, 29(11): 223-231.

References

[1] Rotundo M, Xie J L.Understanding the domain of coun-terproductive work behavior in china [J]. International Journal of Human Resource Management, 2008,19(5): 856-877.
[2] 肖源. 塞罕坝封山期有人穿森林消防服收“买路钱[EB/OL]. http://dy.163.com/v2/articledetail/EEG1E1550530SM99.html, 2019-05-09.
[3] 尹航.因员工恶意破坏这家上市公司数据库全毁了[EB/OL]. http://nb.zol.com.cn/738/7388749.html, 2020-02-25.
[4] Ju D, Xu M, Qin X, et al.A multilevel study of abusive supervision, norms, and personal control on counterpro-ductive work behavior: a theory of planned behavior. approach [J]. Journal of Leadership & Organizational Studies, 2019, 26(2): 163-178.
[5]. 王萍,王琳.个人主义和集体主义取向对差序式领导行为有效性的影响机理[J].人类工效学,2017, 23(2):23-29.
[6] Zhou Jianming, Liu Shuo, Zhang Xinsheng, et al.Differential leadership, team conflict and new product development performance: an empirical study from R& D team in china[J]. Chinese M anagement Studies, 2016, 10(3): 544-558.
[7] 韩可扬,沈伊默.差序式领导:研究现状与发展方向 [J].心理学进展,2018,8(1):101-109.
[8] 来宪伟,许晓丽,程延园.领导差别对待:中西方研究的比较式回顾与未来展望[J].外国经济与管理, 2018,40(3):92-106.
[9] 陶厚永,章娟,李玲.差序式领导对员工利社会行为的影响[J].中国工业经济,2016,33(3):114-128.
[10] 李晓玉,赵申苒,高昂,高冬东.差序式领导对员工建言行为的影响:组织承诺与内部人身份认知的多重中介效应[J].心理与行为研究, 2019, 17(3): 408-414.
[11] Tang Yanzhao, Zhan Xuemei, Chen Ken.Differential leadership and organizational corruption in china: medi-ating role of moral disengagement and moderating role of organizational justice [J]. Chinese Management Studies, 2018,12(4): 795-811.
[12] Fischer T, Dietz J,Antonakis J. leadership process models: a review and synthesis[J]. Journal of Manage-ment, 2017,43(6): 1726-1753.
[13] Hobfoll S E.The influence of culture, community, and the nested self in the stress process: advancing conser-vation of resources theory [J]. Applied Psychology,2001,50(3): 337-421.
[14] Krischer M M, Penney L M, Hunter E M.Can counter-productive work behaviors be productive? CWB as emotion-focused coping [J]. Journal of Occupational Health Psychology, 2010, 15(1): 154-166.
[15] Newman A, Schwarz G, Cooper B, et al.How servant leadership influences organizational citizenship behavior: the roles of LMX, empowerment, and proactive personality [J]. Journal of Business Ethics, 2017,145(1): 49-62.
[16] Christina M, Jennifer F.Internal motivation buffers the negative effect of identity incompatibility on newcomers, social identification and well-being[J]. Social Psychology, 2015, 46(6): 335-344.
[17] Liu D, Zhang S, Wang L, et al.The effects of autonomy and empowerment on employee turnover: test of a multilevel model in teams [J]. Journal of Applied Psychology, 2011, 96(6): 1305-1326.
[18] Schermuly C C, Meyer B, Dammer L.Leader-member exchange and innovative behavior: the mediating role of psychological empowerment [J]. Journal of Personnel Psychology, 2013, 12(3): 132-142.
[19] 魏峰,袁欣,邸杨.交易型领导、团队授权氛围和心理授权影响下属创新绩效的跨层次研究[J].管理世界,2009,(4):135-142.
[20] Goebel S, Weibenberger B E.The relationship between informal controls, ethical work climates, and organiza-tional performance[J]. ournal of Business Ethics, 2017,141(3): 505-528.
[21] Hsihh H H, Wang Y D.Linking perceived ethical climate to organizational deviance: the cognitive, affective, and attitudinal mechanisms[J]. Journal of Business Research, 2016,69(9): 3600-3608.
[22] Pagligro S, Presti A L, Barattucci M, et al.On the effects of ethical climate(s) on employees'behavior: a social identity approach [J]. Frontiers in Psychology, 2018,9(1): 1-10.
[23] 姜定宇,张菀真.华人差序式领导与部属效能[J].本土心理学研究(中国台湾),2010,(33):109-177.
[24] Spreitzer G M.Psychological empowerment in the work-place: dimensions, measurement, and validation [J].Academy of Management Journal, 1995, 38(5):1442-1465.
[25] Yang J X, Diefendorff J M.The relations of daily coun-terproductive workplace behavior with emotions, situa-tional antecedents, and personality moderators: a diary study in hong kong[J]. Personnel Psychology, 2009, 62(2): 259-295.
[26] W imbush J C, Shepard J M,Markham S E. An empiricalexamination of the relationship between ethical climate and ethical behavior from multiple levels of analysis[J]. Journal of Business Ethics, 1997,16(16): 1705-1716.
[27] 陈志霞,典亚娇.组织差序氛围:概念,测量及作用机制[J].外国经济与管理,2018,40(6):86-98.
[28] 黄勇, 钱丹扬,彭纪生.差序式领导:文化意涵与影响过程[J].南大商学评论,2018,(2):135-158.

The Influence Mechanism of Differential L eadership on Counterproductive Work Behavior-an Exploratory Research Based on Multiple Perspective

差序式领导对员工反生产行为的影响机制——基于多理论视角的探索性研究

PDF

Knowledge

Abstract

Cite this article

share this article

References

Related Articles 6

Recommended Articles

Metrics

[1]	GAO Yuan, MA Lian-fu. Research Of Executive Compensation Supervision Game and Independent Director Effectiveness [J]. Operations Research and Management Science, 2022, 31(9): 176-182.
[2]	YANG Shui-li, CHEN Na, LI Lei. Digital Transformation and Enterprise Innovation Efficiency ——Empirical Evidence from Chinese Manufacturing Listed Companies [J]. Operations Research and Management Science, 2022, 31(5): 169-176.
[3]	LIU Xin-min, LIN Kang-kang, WANG Lei, ZHENG Run-jia. Dynamic Incentive Contract for Overconfident Executive with Dismissal Compensation Mechanism [J]. Operations Research and Management Science, 2020, 29(8): 202-212.
[4]	ZHAO Jin-hui, WANG Xue-hui, GUAN Wen-Ge, YIN Li-jie, ZHOU Yu. Selection of Virtual Enterprise Partners Based on Fuzzy Information Axiom and Cloud Model [J]. Operations Research and Management Science, 2020, 29(1): 202-208.
[5]	HE Shou-kui. Service Pricing Formation Mechanismof PPP Project Under the Fixed Concessionary Period [J]. Operations Research and Management Science, 2019, 28(8): 141-149.
[6]	LIU Xin-min, LIU Chen-xi, JI Da-lin. Study on Three-period Tournament Incentives Model Based on Fairness Preferences [J]. Operations Research and Management Science, 2014, 23(3): 257-258.