真实型领导对新员工反馈寻求行为的作用机制——基于上级认同理论  

The Mechanism of Authentic Leadership and Newcomers' feedback-seeking Behavior——Base on Theory of Supervisor Identity

作　　者：张燕红[1] 廖建桥[2] 马金平[1] 周勇[1] 

机构地区：[1]武汉科技大学管理学院,湖北武汉430070 [2]华中科技大学管理学院,湖北武汉430074

出　　处：《工业工程与管理》2017年第2期132-139,146,共9页Industrial Engineering and Management

基　　金：国家自然科学基金资助重点项目(71232001);国家自然科学基金资助青年项目(71602151);武汉科技大学校基金资助项目(2016xz045)

摘　　要：基于上级认同理论探讨真实型领导对新员工反馈寻求的作用机制。通过对两个阶段318份入职7个月内新员工纵向时间样本分析,结果表明:真实型领导对新员工反馈寻求行为有积极正向影响;上级认同在真实型领导与新员工反馈寻求行为之间起到中介作用;新员工模糊容忍度在上级认同和其反馈寻求行为之间起到调节作用,新员工模糊容忍度越高,上级认同对其反馈寻求行为影响越小;权力距离导向没有在上级认同与新员工反馈寻求行为之间起到调节作用。从积极领导视角为组织中采取干预措施促进新员工社会化提供了有价值的借鉴。The mechanism of authentic leadership and newcomers＇ feedback-seeking behavior was explored based on the supervisor identity theory. Through two-wave longitudinal questionnaires analysis of 318 newcomers （work duration within 7 months）. Results show that ＇ feedback-seeking behavior; authentic leadership had positive influences on newcomers supervisors＇ recognition played a mediating role in authentic leadership and newcomers feedback-seeking behavior; and newcomers~ tolerance on ambiguity moderated the relationship between supervisors＇ recognition and its feedback-seeking behavior. The relationship is weaker when newcomers are more tolerate with ambiguity; and power distance orientation didn＇t moderate the relationship between supervisors＇ recognition and its feedback-seeking behavior, A valuable reference was provided for organization to take intervention measures to improve newcomers＇ socialization from positive leadership perspective.

关 键 词：真实型领导 上级认同 新员工反馈寻求行为 

分 类 号：C936[经济管理—管理学]