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本文运用Meta分析方法,对家长式领导与领导效能相关的87篇实证研究文献进行了阶段性总结,共获得436个效应值,40879个独立样本,总样本量达118108个。结果发现:家长式领导风格下不同领导行为对领导效能有不同的影响,其中仁慈领导是最为有效的领导方式,威权领导的效能是负向的。仁慈领导、德行领导对员工工作态度(工作满意度、组织承诺、离职倾向)的影响程度要强于对员工工作行为(组织公民行为、任务绩效)的影响程度。此外,在分析三种领导方式与个体绩效的关系时发现,相比于任务绩效,三种领导方式更能促进关系绩效;同源偏差程度能够显著调节三种领导方式与个体绩效的相关程度。通过对工作价值观的调节分析动态考察三种领导方式的效能,本文发现,随着员工价值观的改变,仁慈领导、德行领导的效能在增强,而威权领导效能的变化却不明显。
In this paper, 87 meta-analysis methods are used to summarize 87 empirical research papers about paternalistic leadership and leadership effectiveness. A total of 436 effects and 40879 independent samples are obtained, with a total sample size of 118108. The result shows that different leadership behaviors have different effects on leadership effectiveness under the paternalistic leadership style. Among them, benevolent leadership is the most effective way to lead, and the effectiveness of authoritarian leaders is negative. Benevolent leaders and virtues leaders exert more influence on employees ’work attitudes (job satisfaction, organizational commitment and turnover intention) than on employees’ work behaviors (OCB, mission performance). In addition, when analyzing the relationship between three leadership styles and individual performance, it is found that the three leadership styles can promote the relationship performance more than the task performance. The degree of homologous bias can significantly adjust the correlation between the three leadership styles and individual performance. Through the dynamic analysis of the effectiveness of the three types of leadership through the analysis of the adjustment of work values, this paper finds that with the change of staff values, the effectiveness of benevolent leaders and virtues leaders is increasing, while the changes of authoritarian leadership performance are not obvious.