从“适可而止”到“过犹不及”——破坏性领导对员工创新绩效的影响研究  

From “Just Enough” to “Too Much”——Research on the Influence of Destructive Leadership on Employees’ Innovation Performance

作　　者：任荣[1] 王晓雪 荀源 REN Rong;WANG Xiao-xue;XUN Yuan(Shandong University,Jinan,250100)

机构地区：[1]山东大学管理学院

出　　处：《中国劳动》2019年第12期31-49,共19页China Labor

摘　　要：传统的领导力研究多关注破坏性领导的负面作用,强调其为组织带来的消极后果,而忽视了其应用情境、交互属性和时间动态性特征。破坏性领导应用于创新情境时会展现出高度契合,可促进员工打破僵化、接纳更广泛的外界信息、提升个体创造性,并在过程中会受到交互对象的个体特征以及时间维度的动态影响。根据社会信息加工理论,推理加工路径和情感反应路径是员工感受破坏性领导的两种人际反应方式,随着时间推移两者交替主导员工行为和反应。当推理加工路径主导员工行为时,员工更关注“信息加工”而解读领导行为传递的压力信号,进而刺激产出;当情感反应路径主导员工行为时,员工则更关注从领导行为中解读的情感信号,进而激发情绪。本研究从动态均衡的视角,以时间为维度探索破坏性领导对员工创新绩效的影响,通过问卷调查收集138份问卷,运用SPSS软件进行数理统计分析,探索破坏性领导与员工创新绩效间的影响机制。研究结论表明:破坏性领导与员工创新绩效呈现倒U型关系,员工主动行为在破坏性领导与员工创新绩效的关系中起中介作用,权力距离取向对破坏性领导和员工主动行为间的关系起到调节作用。Traditional leadership research focuses on the negative effects of destructive leadership,emphasizing the negative consequences it brings to the organization,while ignoring its application context,interaction attributes,and time dynamics.Destructive leadership will show a high degree of fit when applied to innovative situations,which can promote employees to break rigidity,accept a wider range of external information,enhance individual creativity,and in the process will be affected by the individual characteristics of the interaction object and the dynamic impact of time dimension.According to the theory of social information processing,the inferential processing path and the emotional response path are two interpersonal reaction ways for employees to experience destructive leadership,which alternately dominate employees'behaviors and reactions over time.When the inference processing path dominates employees'behaviors,employees pay more attention to"information processing"and interpret the pressure signals transmitted by leadership behaviors to stimulate output when the emotional response path dominates employees'behaviors,employees pay more attention to"emotional signals"from leaders,which in turn stimulate emotions.From the perspective of dynamic equilibrium,this study explores the impact of destructive leadership on employees’innovation performance in a time-based way.138 questionnaires were collected through conducting questionnaire surveys,and SPSS was used for mathematical statistical analysis to explore the influencing mechanism between destructive leadership and employees'innovation performance.The research results show that there is an inverted u-shaped relationship between destructive leadership and employees’innovation performance,employee initiative mediates the relationship between destructive leadership and employees’innovation performance,and power distance orientation plays a moderating role in the relationship between destructive leadership and employee initiative.

关 键 词：破坏性领导 员工创新绩效 员工主动行为 权力距离取向 

分 类 号：F272.92[经济管理—企业管理]