“负重”托起的仁慈善举:领导——员工助人行为匹配对员工人际冲突的影响及作用机制  

Kindness and Goodness in the"Weight":The(In)Congruence Effect of Leader-Employee Helping Behavior on Employee Interpersonal Conflict

作　　者：石冠峰[1] 陈清玲 刘朝辉 SHI Guanfeng;CHEN Qingling;LIU Zhaohui(School of Economics and Management,Shihezi University,Shihezi 832000,China;School of Business Administration,Xinjiang University of Finance and Economic,Urumqi,830012,China)

机构地区：[1]石河子大学经济与管理学院,新疆石河子832000 [2]新疆财经大学工商管理学院,乌鲁木齐830012

出　　处：《科学学与科学技术管理》2025年第3期168-184,共17页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目(72162029)。

摘　　要：依据人—情境交互模型和社会认知理论,探讨了领导—员工助人行为匹配(一致性匹配和不一致性匹配)对员工表层扮演和人际冲突的影响作用。基于40位领导和189位员工(研究1)、62位领导和321位员工(研究2)的配对问卷调查数据,通过多项式回归和响应面分析的结果表明:第一,当领导—员工助人行为形成匹配关系时,二者越不一致,员工的表层扮演水平越高。即使处于同一情形下的匹配关系,领导—员工也会因助人行为水平的差异而产生不同影响:(1)在一致性情形下,相比“领导高—员工高”助人匹配,“领导低—员工低”助人匹配时,员工表层扮演水平更高;(2)在不一致性情形下,相比“领导低—员工高”助人匹配,“领导高—员工低”助人匹配时,员工表层扮演水平更高;第二,“领导—员工”助人匹配通过员工表层扮演进一步影响人际冲突;第三,协同工作设计在“领导—员工”助人不一致匹配与员工表层扮演之间起到调节作用,即组织协同工作设计程度越高,“领导—员工”助人匹配不一致引起的员工表层扮演水平越弱。With increasing scholarly attention on the positive and negative aspects of helping behaviors,there is a growing interest in understanding the divergent interpersonal outcomes experienced by givers.Current research indicates that individuals are inevitably influenced by the interplay of individual characteristics and their environment.Building upon this idea,the present study aims to examine the impact of"leader-employee"helping behavior matches,both congruent and incongruent,on interpersonal conflict.This investigation enhances our understanding of the role that"leader-employee"helping behavior matches play in interpersonal conflict.This examination aims to shed light on the"dark side"of helping behavior,enhance its significance in theoretical research,and offer guidance for cultivating a harmonious organizational climate in practical settings.This is a quantitative study of the configurational approach.Study 1 recruited 40 leaders and 189 employees to complete the questionnaire to initially validate the relationship between the relationship between helping behavior matching and employee surface acting.Study 2 utilized survey data from 62 leaders and 321 employees to re-validate the findings of Study 1,and explored the mediating role of employees'surface acting as well as the moderating role of the collaborative work design.SPSS25.0 and MPLUS 8.3 software and response surface analysis strategy were used to test the hypotheses.Results obtained through polynomial regression and response surface analysis revealed that:Firstly,with the increase of incongruent leader-employee helping behavior,the level of employee surface acting also increases.Specifically,(1)In a congruent match,the level of employee surface acting is higher in the"low leader-employee"helping behavior situation than in the"high leader-high employee"helping behavior situation.(2)In an incongruent match,the level of employee surface acting is higher in the"high leader-low employee"helping behavior situation than in the"low leader-high employee"helping

关 键 词：助人行为 表层扮演 人际冲突 协同工作设计 响应面分析 

分 类 号：F272.92[经济管理—企业管理]