工作狂领导何以影响新员工工作适应:基于压力认知评价理论的分析  

How Workaholic Leadership Affects New Employee Adaption:Based on Cognitive Appraisal Theory of Stress

作　　者：张昊民[1] 陈佳文 马迎霜 ZHANG Haomin;CHEN Jiawen;MA Yingshuang(School of Management,Shanghai University,Shanghai 200444,China;School of Business,Huanggang Normal University,Huanggang 438000,China)

机构地区：[1]上海大学管理学院,上海200444 [2]黄冈师范学院商学院,湖北黄冈438000

出　　处：《商业经济与管理》2023年第9期49-61,共13页Journal of Business Economics

基　　金：国家社会科学基金一般项目“数字赋能制造型企业合作创新的驱动机制及实现路径研究”(22BGL130)。

摘　　要：工作狂领导在当今企业实践中越发普遍,但对于其有效性还存在争议。在这项研究中,基于压力认知评价理论的观点,具体探讨了工作狂领导对新员工工作适应的双元影响路径和适用情境。通过对521名新员工进行三阶段的问卷调查,研究结果显示:工作狂领导会激发新员工工作重塑行为,促进新员工工作适应;工作狂领导也会引发新员工的工作疏离感,不利于新员工工作适应;领导组织化身不仅调节了工作狂领导与工作重塑和工作疏离感之间的关系,还调节了工作重塑和工作疏离感的中介作用。本研究揭示了工作狂领导对新员工认知及行为的影响机制,帮助组织在管理实践中更好地发挥工作狂领导的优势作用,规避工作狂领导的潜在风险。Workaholic leadership is becoming more and more prevalent in today's management practice,but its effectiveness is still controversial.In this study,the dual influence pathways and applicable contexts of workaholic leadership on new employee adaption were specifically explored based on the perspectives of cognitive appraisal theory of stress.Through a three-stage questionnaire survey of 521 new employees,the research results show that workaholic leadership can stimulate new employees job crafting behavior and promote their work adaptation.workaholic leadership can also trigger a sense of work alienation among new employees,which is not conducive to their job adaptation.The supervisor's organizational embodiment not only regulates the relationship between workaholic leadership and job crafting and work alienation,but also mediates the mediating effect of job crafting and work alienation.This study reveals the impact mechanism of workaholic leadership on the cognition and behavior of new employees,helping organizations better leverage the advantages of workaholic leadership in management practice and avoid potential risks of workaholic leadership.

关 键 词：工作狂领导 工作重塑 工作疏离感 新员工工作适应 领导组织化身 

分 类 号：F270[经济管理—企业管理]