真实型领导对新员工反馈寻求行为的作用机制——基于上级认同理论

发布时间：2018-07-07 19:46

本文选题：真实型领导 + 上级认同　；参考：《工业工程与管理》2017年02期

【摘要】：基于上级认同理论探讨真实型领导对新员工反馈寻求的作用机制。通过对两个阶段318份入职7个月内新员工纵向时间样本分析,结果表明:真实型领导对新员工反馈寻求行为有积极正向影响;上级认同在真实型领导与新员工反馈寻求行为之间起到中介作用;新员工模糊容忍度在上级认同和其反馈寻求行为之间起到调节作用,新员工模糊容忍度越高,上级认同对其反馈寻求行为影响越小;权力距离导向没有在上级认同与新员工反馈寻求行为之间起到调节作用。从积极领导视角为组织中采取干预措施促进新员工社会化提供了有价值的借鉴。
[Abstract]:Based on the theory of superior identity, this paper discusses the mechanism of real leaders seeking feedback from new employees. Based on the longitudinal time sample analysis of 318 new employees in two stages within 7 months, the results show that the real leadership has a positive effect on the feedback seeking behavior of the new employees; The higher the level of fuzzy tolerance, the higher the fuzzy tolerance of the new employee, the higher the fuzzy tolerance of the new employee, the more the fuzzy tolerance of the new employee, the higher the fuzzy tolerance of the new employee, the more the fuzzy tolerance of the new employee. The influence of superior identity on feedback seeking behavior is smaller, and power distance guidance does not play a regulatory role between superior identity and feedback seeking behavior of new employees. From the perspective of active leadership, it provides valuable reference for the organization to take intervention measures to promote the socialization of new employees.
【作者单位】：武汉科技大学管理学院;华中科技大学管理学院;
【基金】：国家自然科学基金资助重点项目(71232001);国家自然科学基金资助青年项目(71602151) 武汉科技大学校基金资助项目(2016xz045)
【分类号】：C936

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