领导行为及其有效性是组织管理领域的重要议题。早期文献大多围绕领导行为本身展开讨论,新近研究开始从下属归因的视角探讨领导行为有效性问题。然而,这些研究考察了不同的归因内容,采用了不同的作用机制,论证了不同的作用形式,使得学界对领导过程中的下属归因缺乏系统的认识。本文提出了一个旨在系统地理解领导过程中下属归因作用的整合框架。该框架包括归因对象、归因内容和归因后反应及其机制。具体而言,该框架指出:(1)在“对何”归因(即归因对象)方面,下属会对积极、消极和中性领导行为进行归因。(2)在做出“何种”归因(即归因内容)方面,下属会归因于情境和归因于人。其中归因于人按性质(积极和消极)和指向(下属、领导和下属–领导关系)可分为六类(自我肯定型、自我指责型、善意服务型、恶意自利型、高质量型、低质量型)。(3)下属对领导行为的归因会通过情感、动机、评价、互惠、资源五种主要机制产生影响。在此框架的基础上,文章从深入融合归因理论、丰富下属归因的作用形式、拓展下属归因的作用效果及完善下属归因的作用机制四个角度提出未来研究方向,以启发学术研究并指导管理实践。
领导过程中的下属归因:一个整合性理解框架
摘要
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引用本文
宋瑶, 王震. 领导过程中的下属归因:一个整合性理解框架[J]. 外国经济与管理, 2023, 45(6): 84-100.
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