论文部分内容阅读
在竞争激烈危机四伏的商业环境下,自我牺牲型领导正逐渐成为一种引领组织走出困境的有效领导方式。自我牺牲型领导是指领导者为了组织和下属的利益,自愿承担各种风险和损失的精神或行为。组织危机、下属惰化和组织归属感等可以预测自我牺牲型领导,而自我牺牲型领导又可通过社会交换、社会认同、情绪、动机、领导授权等心理机制影响下属的工作态度、角色内绩效和角色外行为。未来研究可从认知和情感双重路径探讨自我牺牲型领导的前因,从社会交换视角和社会学习视角探索自我牺牲型领导的后果。
In a highly competitive and competitive business environment, self-sacrificing leadership is gradually becoming an effective way to lead an organization out of its predicament. Self-sacrificing leadership refers to the leaders in the interests of the organization and subordinates, voluntarily assume a variety of risks and losses of spirit or behavior. Organizational crisis, subordination, organizational affiliation and so on can predict self-sacrificing leadership, and self-sacrificing leadership can affect the subordinate’s work attitude, performance within the role through social exchange, social identity, emotion, motivation, leadership and other psychological mechanisms And outside the role of behavior. Future research explores the antecedents of self-sacrificing leadership from the cognitive and emotional dual pathways and explores the consequences of self-sacrificing leadership from the perspective of social exchange and social learning.