单枪匹马还是并肩作战?领导底线心智对员工追随行为的影响

摘要/Abstract

摘要： 领导底线心智是指领导者仅以底线结果为核心，忽视组织其他重要事项的一维思维模式。本文基于自我决定理论，探讨了领导底线心智对员工追随行为的影响，并考察员工基本心理需求挫败的中介作用和集体主义导向的调节作用。通过一项情景实验(N=130)和一项三阶段问卷调查(N=302)，本文发现领导底线心智通过增加员工基本心理需求挫败，正向影响员工的消极追随行为和负向影响员工的积极追随行为;员工的集体主义导向不仅调节着领导底线心智对员工基本心理需求挫败的直接影响，而且还调节着领导底线心智通过基本心理需求挫败对员工追随行为的间接影响。也就是说，员工集体主义导向越高，领导底线心智对员工追随行为的影响越弱。

关键词: 领导底线心智, 基本心理需求挫败, 追随行为, 集体主义导向, 自我决定理论

Abstract: Leader bottom-line mentality (BLM) refers to one-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. Based on self-determination theory, this paper explores the effect of leader BLM on employees' fol-lowership behavior and examines the mediating role of employees' basic psychological need thwarting and the moderating role of collec-tivism orientation. Through a scenario experiment (N=130) and a three-wave field study (N=302), we find that leader BLM can posi-tively affect employees' basic psychological needs thwarting, which in turn positively affects employees' negative followership behavior and negatively affects employees' positive followership behavior. And employees' collectivism orientation not only moderates the direct effect of leader BLM on employees' basic psychological needs thwarting, but also moderates the indirect effect of leader BLM on employ-ees' followership behavior through basic psychological need thwarting. That is, the higher the employees' collectivism orientation, the weaker the effect of leader BLM on followership behavior. This paper also further discusses theoretical implications, practical implica-tions, and future research directions.

Key words: leader bottom-line mentality, psychological need thwarting, followership behavior, collectivism orientation, self-determination theory

张焱楠, 祝养浩, 龙立荣, 秦峰, 许云鹏. 单枪匹马还是并肩作战?领导底线心智对员工追随行为的影响[J]. 管理评论, 2024, 36(5): 164-177.

Zhang Yannan, Zhu Yanghao, Long Lirong, Qin Feng, Xu Yunpeng. Single-handed or Side by Side? The Impact of Leader Bottom-line Mentality on Employees' Followership Behavior[J]. Management Review, 2024, 36(5): 164-177.

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