工作身份差异与员工主动性行为:面子压力和仁慈领导的影响  

The Effect of Face-pressure and Benevolent Leadership in the Relationship between Work-related Identity Discrepancy and Proactive Behavior

作　　者：王萍 黄猛[1] WANG Ping;HUANG Meng(School of Management,Wuhan Polytechnic University,Wuhan 430023,China)

机构地区：[1]武汉轻工大学管理学院,湖北武汉430023

出　　处：《管理工程师》2023年第3期57-65,共9页Management Engineer

基　　金：国家社科基金项目(17BJY153);湖北省高等学校哲学社会科学研究重点项目(21D057)。

摘　　要：随着全球竞争加剧、企业变革和高层频繁变动,亲领导关系型员工在工作中承受着前所未有的压力。文章以社会交换理论和社会认知理论为基础,通过层次回归分析法来研究亲领导关系型员工的工作身份差异对其主动性行为的影响,并考察面子压力的中介效应和仁慈领导的调节效应。研究调查发现,亲领导关系型员工的工作身份差异对其主动性行为有显著负向影响,面子压力会部分中介工作身份差异和主动性行为之间的关系,仁慈领导在工作身份差异、主动性行为、面子压力之间的间接关系中起到调节作用。With the intensification of global competition,enterprise reform,and frequent change of top management,the pro-leadership employees are under unprecedented pressure at work.Based on social exchange theory and social cognition theory,this paper investigates the influence of identity perception difference on proactive behavior of em⁃ployees with pro-leadership relationship through hierarchical regression analysis,and examines the mediating effect of face pressure and the moderating effect of benevolent leadership.In this study,it is found that the difference in perceived identity of employees with leadership change had a significant negative impact on proactive behavior.Face pressure partially mediated the relationship between identity perception difference and proactive behavior.Benevolent leadership moderated the indirect relationship among perceived identity difference,proactive behavior,and face pressure.

关 键 词：工作身份差异 面子压力 仁慈领导 主动性行为 

分 类 号：C270[社会学]