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73领导授权在以往研究中被广泛认为是能够有效激发员工活力的管理方式，这无法为实践中管理者常面临和担忧的授权后并未能有效感受到员工积极支持的现象提供足够解释。本研究采用自我提升理论视角，探讨被授权员工上行支持力减损现象的产生过程。结合情境实验（研究1A、1B）和多源问卷调查（研究2）的结果表明：员工感知领导授权会与员工感知领导偏私性产生交互作用，诱发员工心理权利感，从而减少员工对领导的过程反馈寻求，这进而又会减弱员工对领导的支持力。在员工感知领导偏私性较高时，上述效应显著，在员工感知领导偏私性较低时，上述效应不显著。本研究由此响应研究者提出的辩证看待授权现象的呼吁，回应管理者希望了解并规避授权风险的诉求，从新的角度揭示领导授权的潜在不良后效。
感知偏私领导授权对员工上行支持力的减损效应研究——基于自我提升理论的视角
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引用本文
孙诗颖, 王永丽. 感知偏私领导授权对员工上行支持力的减损效应研究——基于自我提升理论的视角[J]. 外国经济与管理, 2025, 47(2): 84-102.
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