), 侯楠3() 1广州大学工商管理学院, 广州 51006
2中央财经大学商学院, 北京 100081
3东北大学工商管理学院, 沈阳 110169
收稿日期:2017-07-02出版日期:2019-02-15发布日期:2018-12-25通讯作者:王震,侯楠E-mail:wangzhen@cufe.edu.cn;qq94177758@126.com基金资助:* 国家自然科学基金项目(71302129);国家自然科学基金项目(71772193)Do leaders and followers see eye to eye? Leader-follower fit in the workplace
PENG Jian1, WANG Zhen2(), HOU Nan3() 1 School of Management, Guangzhou University, Guangzhou 510006, China
2 Business School, Central University of Finance and Economics, Beijing 100081, China
3 School of Business Administration, Northeastern University, Shenyang 110169, China
Received:2017-07-02Online:2019-02-15Published:2018-12-25Contact:WANG Zhen,HOU Nan E-mail:wangzhen@cufe.edu.cn;qq94177758@126.com摘要/Abstract
摘要： 上下级匹配, 作为影响领导-下属良性互动的关键因素, 近几年逐渐成为组织管理研究中的前沿话题。上下级匹配是指领导和下属在心理或行为特征方面的契合度, 包括一致性匹配和互补性匹配两种类型, 其测量方式也涉及直接测量与间接测量。从现有文献来看, 研究者主要考察了领导-下属在人格特质、社会认知、心理状态、工作行为和关系因素等方面的匹配效应, 涉及心理过程和互动过程两大中介机制, 个体因素和情境因素两大调节机制。未来研究可以关注传统性、面子意识等本土心理特征的匹配效应, 或者对现有的中介、调节机制进行拓展。
图/表 3
表1测量方法的对比
| 比较 内容 | 直接测量法 | 间接测量法 | |
|---|---|---|---|
| 差值分析法 | 多项式回归与 响应面分析 | ||
| 测量 内容 | 主观感知的匹配 | 较为客观、实际的匹配 | 较为客观、实际的匹配 |
| 方法 用途 | 比较匹配与不匹配的情形 | 比较匹配与不匹配的情形 | 不仅可以比较匹配与不匹配的情形, 还可以比较两种匹配情形(高-高、低-低)、两种不匹配情形(高-低、低-高)。 |
| 结果 精准性 | 很容易出现伪相关 | 容易出现伪相关 | 伪相关出现可能性不高 |
表1测量方法的对比
| 比较 内容 | 直接测量法 | 间接测量法 | |
|---|---|---|---|
| 差值分析法 | 多项式回归与 响应面分析 | ||
| 测量 内容 | 主观感知的匹配 | 较为客观、实际的匹配 | 较为客观、实际的匹配 |
| 方法 用途 | 比较匹配与不匹配的情形 | 比较匹配与不匹配的情形 | 不仅可以比较匹配与不匹配的情形, 还可以比较两种匹配情形(高-高、低-低)、两种不匹配情形(高-低、低-高)。 |
| 结果 精准性 | 很容易出现伪相关 | 容易出现伪相关 | 伪相关出现可能性不高 |
图1上下级匹配研究全景图
图1上下级匹配研究全景图
图2上下级匹配的作用功效之整合模型
图2上下级匹配的作用功效之整合模型参考文献 69
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