摘要
传统观点认为,倘若下属能够达到领导心目中的理想标准(即追随原型),成为领导的"意中人",便容易在工作中获得资源,感到幸福。然而,在现实情境中,身为"意中人"的下属还可能面临着工作超载、身心受累的潜在威胁。基于工作要求-资源模型,本研究认为"做上司的意中人"既要付出代价又能受益,并提出一个追随原型-特质匹配的双刃剑模型。该模型包括远离幸福的负担之路和迈向幸福的赋能之路。基于132份两时间点的上下级配对数据,采用路径分析对理论模型进行检验,结果表明:当下属的追随特质契合领导的追随原型(成为领导的"意中人")后,下属既可能因为工作负担的增多而付出心理代价,出现高情绪枯竭、低情感承诺和低工作满意度;又可能因为自我效能的增强而收获工作幸福,表现为高工作满意度。以上结果能为管理员工幸福感提供一定的实践指导。
In recent years, a novel research topic, implicit followership theories, has infused the organizational behavior literature with new vitality. Implicit followership theories refer to the pre-existing personal assumptions about the traits that characterize a follower. Based on the valence of assumed follower traits, implicit followership theories are classified into two types, namely followership prototype and anti-prototype. In the leader-follower interaction process, leaders＇ followership prototypes can usually be activated, which in turn may compete with the followers＇ actual trait. In line with the results of implicit prototype-actual trait comparison,leaders will identify the ideal followers. According to the traditional viewpoints on implicit followership theories, prototypic followers whose actual traits match their leaders＇ followership prototype may experience a high level of well-being in the workplace. However, some scholars recently point out the potential dark side of being a prototypic follower, namely, the suffering of psychological fatigue. Based on the job demand-resource model, the present study aimed to reconcile the contradictory viewpoints mentioned above by proposing a dual process model wherein the congruence between leaders＇ followership prototype and followers＇ followership trait migh have a paradoxical effect on followers＇ well-being. Specifically, the present study hypothesized that beyond an enabling process of followership prototype-trait congruence （represented by the positive mediating effect of self-efficacy）, there would be a burdening process （represented by the negative mediating effect of workload）. To test our hypotheses, the current study conducted a multi-wave, multi-resource survey. At Time 1, we sent surveys to 204 voluntary leader-follower dyads, requiring leaders and followers to report their followership prototype and demography information. We obtained 171 surveys with effective responses. About two months later, we conducted the Time 2 survey, requiring leaders to rate their perceived workload of the focal followers and requiring followers to rate their self-efficacy, emotional exhaust, affective organizational commitment and job satisfaction. Eventually, we obtained 132 effective respondents. Based on the two-wave data, we conducted path analysis using Mplus 7.0. The results overall supported the contrasting notions, suggesting that followership prototype-trait match could enhance followers＇ self-efficacy and consequently well-being （i.e., high job satisfaction）, while at the same time increased followers＇ workload, which in turn diminished followers＇ well-being （i.e., high emotional exhaust, low job satisfaction and affective commitment）. These findings not only advance our understanding of the relationship between implicit followership theories and well-being, but also provide further inspiration for managerial practice.
作者
彭坚
王震
PENG Jian;WANG Zhen(School of Management, Guangzhou University, Guangzhou 510006, China;Business School, Central University of Finance and Economics, Beijing 100081, China)
出处
《心理学报》
CSSCI
CSCD
北大核心
2018年第2期216-225,共10页
Acta Psychologica Sinica
基金
广州大学人才引进科研启动项目(2700050336)
国家自然科学基金项目(71302129和71772193)
教育部人文社科基金青年项目(17YJC630195)
关键词
内隐追随
追随原型
追随特质
自我效能
工作负担
工作幸福感
implicit followership theory
followership prototype
followership trait
self-efficacy
workload
well-being
