一切为了利润的领导:领导底线心智的前因、后果与作用机制  

Supervisors Strive for Bottom-line Outcomes:The Antecedents,Consequences,and Mechanism of Supervisor Bottom-line Mentality

作　　者：呙林义 杜旌[1] Linyi GUO;Jing DU(School of Economics&Management,Wuhan University,Wuhan 430061)

机构地区：[1]武汉大学经济与管理学院,武汉430061

出　　处：《中国人力资源开发》2021年第12期53-67,共15页Human Resources Development of China

基　　金：国家自然科学基金面上项目(71572135)。

摘　　要：强调与组织绩效指标有关的利润等底线结果在现代商业环境中普遍存在,然而,对利润等底线结果的过度关注可能导致领导形成一种思维——底线心智。领导底线心智是指领导为确保底线结果而忽略组织其他重要事项的一维思维。在梳理领导底线心智相关文献的基础上,本文阐述了领导底线心智的概念与测量,从情境因素(如组织薪酬制度)和个体因素(如领导情绪耗竭)两方面介绍了领导底线心智的影响因素,从个体、群体与组织层面总结了领导底线心智的影响效果,最后,从交换视角、认知视角、资源视角等视角归纳了领导底线心智的中介机制等。未来研究可在拓展领导底线心智的前因研究、加强领导底线心智的后果研究、丰富领导底线心智的中介机制研究及关注本土因素的调节作用等方面展开进一步探讨。Emphasizing bottom-line outcomes(such as profits)related to organizational performance indicators is prevalent in the modern business environment.However,a primary focus on the bottom-line outcomes triggers leaders to develop into a mindset called as bottom-line mentality.Supervisor bottom-line mentality is defined as“one-dimensional thinking of leaders that revolves around securing bottom-line outcomes to the neglect of competing priorities.Based on the literature of the supervisor bottom-line mentality,this paper analyzes the concept and measurement of supervisor bottom-line mentality.Then,it introduces the antecedents of supervisor bottom-line mentality from situational factors(such as organizational salary system)and individual factors(such as leadership emotional exhaustion),and concludes the consequences of supervisor bottom-line mentality at the individual,group and organization levels.Finally,this paper summarizes the mechanism of leadership bottom-line mentality from the perspectives of exchange,cognition and resources,and so on.Future research can further explore the antecedents and consequences of supervisor bottom-line mentality,expand its mediating mechanisms and focus on the contingency effect of Chinese indigenous culture.

关 键 词：底线结果 底线心态 领导底线心智 亲组织非伦理行为 社会认知理论 

分 类 号：F272.92[经济管理—企业管理]