宽以接下,其效为上?中国情境下包容型领导效能的元分析  

A meta-analysis of the effectiveness of inclusive leadership in the Chinese context

作　　者：苏涛 曾翔燕 马文聪[1] 吴小节[1] SU Tao;ZENG Xiangyan;MA Wencong;WU Xiaojie(School of Management,Guangdong University of Technology,Guangzhou 510520,China)

机构地区：[1]广东工业大学管理学院,广东广州510520

出　　处：《管理工程学报》2023年第5期217-229,共13页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金资助项目(72002045);广东省哲学社会科学规划项目(GD22XGL28);广东工业大学“青年百人”A类科研启动项目(220413736)。

摘　　要：中、西方情境下的包容型领导在概念的内涵界定、关注要点、结构维度等方面均存在较大的差异。单独聚焦中国情境下包容型领导的效能,系统地梳理其影响效应和边界条件已兼具必要性和可能性。基于104个独立实证研究的阶段性元分析,本研究发现中国情境下的包容型领导能促进下属的工作效能。在下属四类工作效能指标中,该领导方式对工作态度的提升作用最强,其次是创造力/创新、绩效,最弱则是职场行为;而在各个具体指标中,它对下属工作满意度、主动行为、关系绩效、创新的促进作用尤为突出。地区属性和行业类型调节了包容型领导对下属工作效能的促进作用,且在中国的发达地区、服务行业中,促进作用更强。应用广泛的Carmeli量表中的可用性维度的促进作用最强,且该量表三维度之间区分效度较好。本研究不仅为中国情境下因地制宜、因人而异地发挥这一领导方式的效能提供了依据,也为其本土化发展和量表开发提出了必要建议。In the new era,Chinese organizations must confront the emergence of the new generation of staff,a diversified labor forces and innovation-driven development.It is urgent for such organizations to develop practices of inclusive leadership that are characterized by toleration of subordinates’personal traits and understanding their differentiated demands to improve the organizations’own innovative capabilities and core competitiveness.Due to its emphasis on interdependent relationships with subordinates,inclusive leadership has attracted a great deal of attention,especially in the Chinese context.Chinese inclusive leaders are quite different from those in Western countries in terms of definitions,emphases and dimensions.Therefore,it is both necessary and helpful to explore the influence mechanisms and corresponding boundary conditions of inclusive leadership specifically in the Chinese context.Based on social exchange theory(SOT),this article conducts a periodical meta-analytic investigation of the effectiveness of inclusive leadership in the Chinese context(ILC)based on 104 empirical studies.Specifically,the article systematically evaluates Chinese inclusive leaders’effectiveness and draws conclusions that suffer less from second-order sampling error.Second,the differing effects of ILC on subordinates’job attitudes,workplace behaviors,performance and creativity/innovation as well as the specific indicators of those factors are also explored.Third,the article examines the moderating effects of 4 potential factors,including regional distributions(macro level),industry types(middle level),organizational attributes(micro level)and measurement tools(measurement level),on the relationship between Chinese inclusive leaders and subordinates’efficiency.Fourth,both the discriminant validity and the various impacts of the 3-dimensional construct(openness,availability,accessibility)associated with Carmeli et al.’s(2010)scale are evaluated.In the first part of the article,the direct model highlights the relations of

关 键 词：包容型领导 中国情境 领导有效性 元分析 

分 类 号：C93[经济管理—管理学]