本文選題：真實型領(lǐng)導　切入點：內(nèi)部人身份認知　出處：《軟科學》2017年12期

【摘要】：基于自我歸類視角探討真實型領(lǐng)導影響員工組織異議(側(cè)向異議、向上異議)的中介機制和邊界條件。對本土企業(yè)內(nèi)296份員工及其直接上司配對樣本的實證分析發(fā)現(xiàn):內(nèi)部人身份認知部分中介真實型領(lǐng)導與組織異議之間的關(guān)系;中國人傳統(tǒng)性對內(nèi)部人身份認知與側(cè)向異議之間的關(guān)系沒有調(diào)節(jié)作用,但顯著調(diào)節(jié)內(nèi)部人身份認知對向上異議的影響;同時,中國人傳統(tǒng)性還顯著調(diào)節(jié)內(nèi)部人身份認知在真實型領(lǐng)導與向上異議關(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】： 上海大學管理學院;上海大學戰(zhàn)略管理研究中心;
【基金】：國家自然科學基金項目(71302047、71772116) 上海市社會科學規(guī)劃基金項目(2014EGL006)
【分類號】：F272.92
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本文編號：1653331