国家文化维度对魅力型领导与绩效关系影响的元分析

发布时间：2018-02-27 10:05

本文关键词： 魅力型领导个体绩效群体绩效国家文化维度元分析　出处：《中国科学技术大学》2017年硕士论文　论文类型：学位论文

【摘要】：魅力型领导理论自1976年由House提出开始,就得到了广泛的关注,尤其是20世纪80年代起,随着组织所处环境的不确定性日益提高,学术界和实践界对魅力型领导的概念进行了大量的研究和探索。大量研究结果验证了魅力型领导能够提出具有挑战性的愿景,对环境和下属需要极为敏感,能够引起下属较高的组织认同和组织承诺,有利于组织目标的实现。然而,也有学者对其负面影响提出了担心,魅力型领导的自信以及下属的忠诚可能会发展至过度自信以及盲目崇拜,并对组织及绩效产生不利。那么,这种领导风格与绩效的关系究竟是正向还是负向的?在儒家文化下的有效性与其土生土长的西方国家是否存在差异?国家文化究竟如果影响其有效性的?国家文化维度又是如何影响其有效性的?基于上述疑惑,本论文借鉴领导权变理论,认为魅力型领导行为与绩效之间的关系在不同国家文化背景下应存在不一致,并发展出国家文化维度调节魅力型领导行为与个体绩效和群体绩效之间关系的理论假设。论文采用元分析的方法,通过对包含14661个样本量的69篇有效文献进行定量分析。研究结果部分支持所提出的理论假设。具体来说:魅力型领导与个体绩效、群体层面绩效的关系均为正向;儒家文化下魅力型领导与个体绩效、群体绩效的相关性均高于Anglo文化下的相关性。研究重点探讨了 Hofstede国家文化维度对魅力型领导与绩效相关性的调节作用,研究结果显示调节魅力型领导与个体绩效关系的国家文化维度有权利距离、不确定性规避、男性气质和长期导向;调节魅力型领导与群体层面绩效关系的国家文化维度有权利距离、不确定性规避、个人主义和长期导向。
[Abstract]:Since 1976, the theory of charismatic leadership has been put forward by House. Especially since 1980s, with the increasing uncertainty of the environment in which the organization is located, the charismatic leadership theory has been paid more and more attention. The concept of charismatic leadership has been extensively studied and explored in academic and practical circles. A great deal of research has proved that charismatic leadership can present a challenging vision and is extremely sensitive to the environment and the needs of its subordinates. It can lead to higher organizational identity and organizational commitment of subordinates, which is conducive to the realization of organizational goals. However, some scholars have raised concerns about its negative impact. The confidence of a charismatic leader and the loyalty of his subordinates may develop into overconfidence and idolatry, which are detrimental to organization and performance. Is the relationship between leadership style and performance positive or negative? Is there a difference between the effectiveness of Confucian culture and its native western countries? How does national culture affect its effectiveness? How does the national cultural dimension affect its effectiveness? Based on the above doubts, this paper draws lessons from the theory of leadership contingency and holds that the relationship between charismatic leadership behavior and performance should be inconsistent in different national cultural backgrounds. And develop the theoretical hypothesis that the national cultural dimension regulates the relationship between charismatic leadership behavior and individual performance and group performance. Through the quantitative analysis of 69 effective literatures including 14661 samples, the results support the theoretical hypotheses. Specifically, the relationship between charismatic leadership and individual performance, group performance is positive; The correlation between charismatic leadership and individual performance and group performance in Confucian culture is higher than that in Anglo culture. The study focuses on the regulating effect of the national cultural dimension of Hofstede on the correlation between charismatic leadership and performance. The results show that the national cultural dimension of regulating the relationship between charismatic leadership and individual performance includes power distance, uncertainty avoidance, masculinity and long-term orientation. The national cultural dimensions of regulating the relationship between charismatic leadership and group level performance include power distance, uncertainty avoidance, individualism and long-term orientation.
【学位授予单位】：中国科学技术大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G02;F272.5;F272.91

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