底线的代价：领导底线心智对员工绩效的跨层次影响研究

摘要/Abstract

摘要： 作为一种单一而狭隘的思维模式，领导底线心智在工作场所中的破坏性逐渐受到学者们的重视。团队层面领导底线心智能否有效预测个体层面员工工作绩效是一个值得关注的话题。本研究基于情感事件理论，构建一个跨层次有调节的中介模型，以64名主管和300名员工为配对样本，考察了领导底线心智与员工绩效之间的关系，重点分析此关系中员工愤怒的中介作用和团队正念的调节作用。得出以下结论：领导底线心智负向影响员工绩效；员工愤怒在领导底线心智与员工绩效之间起中介作用；团队正念负向调节领导底线心智对员工愤怒的影响，进一步负向调节员工愤怒在领导底线心智与员工绩效之间的间接效应，即团队正念越高，该间接效应越弱。

关键词: 领导底线心智, 员工愤怒, 团队正念, 员工绩效

Abstract: The narrow cognitive mode of supervisor bottom-line mentality in the workplace has increasingly garnered attention due to its destructive nature. The effectiveness of supervisors’ bottom-line mentality at the team level in predicting employees’ individual-level work performance warrants investigation. This study utilizes the affective events theory to develop a cross-level moderated mediation model. Employing a paired sample comprising 64 supervisors and 300 employees, this study investigates the relationship between supervisor bottom-line mentality and employees’ work performance, emphasizing the mediating influence of employee anger and the moderating impact of team mindfulness. The findings indicate that supervisor bottom-line mentality has negative effects on employees’ work performance. Employee anger plays a mediating role in the relationship between supervisor bottom-line mentality and employees’ work performance. Team mindfulness negatively moderates the impact of supervisors’ bottom-line mentality on employee anger. Furthermore, the indirect relationship above is negatively moderated by team mindfulness such that such a relationship is weakened when team mindfulness is high.

Key words: supervisor bottom-line mentality, employee anger, team mindfulness, employees’ work performance

张磊, 杨洪涛, 姚楠, 史航宇. 底线的代价：领导底线心智对员工绩效的跨层次影响研究[J]. 管理评论, 2025, 37(8): 155-166.

Zhang Lei, Yang Hongtao, Yao Nan, Shi Hangyu. Costs of Bottom-line Mentality: The Cross-level Effect of Supervisor Bottom-line Mentality on Employees’ Performance[J]. Management Review, 2025, 37(8): 155-166.

参考文献

[1] Greenbaum R. L., Mawritz M. B., Eissa G. Bottom-line Mentality as an Antecedent of Social Undermining and the Moderating Roles of Core Self-evaluations and Conscientiousness[J]. Journal of Applied Psychology, 2012,97(2):343-359
[2] Liu L., Fan Q., Liu R., et al. How Leader Bottom-line Mentality Relates to Employee Innovation:A Cross-layer Model Mediated by Psychological Contract Breach[J]. Leadership&Organization Development Journal, 2022,43(4):580-595
[3] Greenbaum R. L., Bonner J. M., Mawritz M. B., et al. It Is All About the Bottom Line:Group Bottom-line Mentality, Psychological Safety, and Group Creativity[J]. Journal of Organizational Behavior, 2020,41(6):503-517
[4] Lin Y., Yang M., Quade M. J., et al. Is the Bottom Line Reached?An Exploration of Supervisor Bottom-line Mentality, Team Performance Avoidance Goal Orientation and Team Performance[J]. Human Relations, 2022,75(2):349-372
[5] 段成钢,刘新梅,邓程,等.底线心态研究述评与展望[J].外国经济与管理, 2022,44(11):108-120 Duan C. G., Liu X. M., Deng C., et al. A Literature Review of Bottom-line Mentality and Future Prospects[J]. Foreign Economics&Management, 2022,44(11):108-120
[6] Zhang Y., He B., Huang Q., et al. Effects of Supervisor Bottom-line Mentality on Subordinate Unethical Pro-organizational Behavior[J]. Journal of Managerial Psychology, 2020,35(5):419-434
[7] 胡华,朱征,杨朦晰,等.得失之间:领导底线心智对员工亲团队不道德行为的影响研究[J].外国经济与管理, 2021,43(10):120-134 Hu H., Zhu Z., Yang M. X., et al. Gain and Loss:Influence of Leader Bottom-line Mentality on Employee Unethical Pro-group Behavior[J]. Foreign Economics&Management, 2021,43(10):120-134
[8] Tan Z., Yuan L., Yang M., et al. Escaping the Organization:Examining the Influence of Supervisor Bottom-line Mentality on Employee Withdrawal[J]. Journal of Management&Organization, 2024,30(6):2179-2200
[9] Zhang Y., Zhang H., Xie J., et al. Coping with Supervisor Bottom-line Mentality:The Mediating Role of Job Insecurity and the Moderating Role of Supervisory Power[J]. Current Psychology, 2023,42(13):10556-10565
[10] Quade M. J., McLarty B. D., Bonner J. M. The Influence of Supervisor Bottom-line Mentality and Employee Bottom-line Mentality on Leader-Member Exchange and Subsequent Employee Performance[J]. Human Relations, 2020,73(8):1157-1181
[11] Babalola M. T., Mawritz M. B., Greenbaum R. L., et al. Whatever It Takes:How and when Supervisor Bottom-line Mentality Motivates Employee Contributions in the Workplace[J]. Journal of Management, 2021,47(5):1134-1154
[12] 王雁飞,黄佳信,朱瑜.基于认知-情感整合视角的包容型领导与建言行为关系研究[J].管理学报, 2018,15(9):1311-1318 Wang Y. F., Huang J. X., Zhu Y. Research on the Relationship between Inclusive Leadership and Voice Behavior:Based on Cognitive and Affective Integration Perspective[J]. Chinese Journal of Management, 2018,15(9):1311-1318
[13] Mitchell M. S., Hetrick A. L., Mawritz M. B., et al. Oh the Anxiety!The Anxiety of Supervisor Bottom-line Mentality and Mitigating Effects of Ethical Leadership[J]. Journal of Management, 2024,50(7):2888-2926
[14] 沈伊默,诸彦含,周婉茹,等.团队差序氛围如何影响团队成员的工作表现?——一个有调节的中介作用模型的构建与检验[J].管理世界, 2019,35(12):104-115 Shen Y. M., Zhu Y. H., Zhou W. R., et al. The Influences of Team Differential Atmosphere on Team Members'Performance:An Investigation of Moderated Mediation Model[J]. Journal of Management World, 2019,35(12):104-115
[15] Zhang Y., LePine J. A., Buckman B. R., et al. It's Not Fair … or Is It?The Role of Justice and Leadership in Explaining Work Stressor-Job Performance Relationships[J]. Academy of Management Journal, 2014,57(3):675-697
[16] 王朝晖.大材小用的员工如何发挥创造力?——愤怒、创造自我效能和调节定向的作用[J].研究与发展管理, 2018,30(5):92-103 Wang Z. H. How Employees'Perceived Overqualification Related to Creativity?-Roles of Anger, Creative Self-efficacy and Regulatory Focus[J]. R&D Management, 2018,30(5):92-103
[17] 周芳芳,陆露,张亚军,等.自利型领导对员工越轨行为的影响:基于认知和情感的双路径研究[J].管理评论, 2021,33(7):237-248 Zhou F. F., Lu L., Zhang Y. J., et al. The Impact of Self-serving Leadership on Employees'Deviant Behavior:A Cognitive and Affective Dual-pathway Model[J]. Management Review, 2021,33(7):237-248
[18] Wang Z., Jiang F. It Is Not Only What You Do, But Why You Do It:The Role of Attribution in Employees'Emotional and Behavioral Responses to Illegitimate Tasks[J]. Journal of Vocational Behavior, 2023,142:103860
[19] Dasborough M. T., Ashkanasy N. M., Tee E. Y. J., et al. What Goes around Comes around:How Meso-level Negative Emotional Contagion Can Ultimately Determine Organizational Attitudes toward Leaders[J]. The Leadership Quarterly, 2009,20(4):571-585
[20] 吴松,翁清雄,张越.领导拒谏如何影响下属?基于情感事件理论视角[J].管理评论, 2023,35(2):216-227 Wu S., Weng Q. X., Zhang Y. Voice Non-endorsement and Employee Work Outcomes from the Perspective of Affective Events Theory[J]. Management Review, 2023,35(2):216-227
[21] Yu L., Zellmer-Bruhn M. Introducing Team Mindfulness and Considering Its Safeguard Role Against Conflict Transformation and Social Undermining[J]. Academy of Management Journal, 2018,61(1):324-347
[22] Ni D., Zheng X., Liang L. H. Rethinking the Role of Team Mindfulness in Team Relationship Conflict:A Conflict Management Perspective[J]. Journal of Organizational Behavior, 2022,43(5):878-891
[23] 倪丹,郑晓明,刘鑫,等.团队正念如何及何时影响团队有效性?——以制造行业A公司为例[J].科学学与科学技术管理, 2021,42(6):164-186 Ni D., Zheng X. M., Liu X., et al. How and When does Team Mindfulness Influence Team Effectiveness?-Using Company a in the Manufacturing Industry as an Example[J]. Science of Science and Management of S.&T., 2021,42(6):164-186
[24] Eissa G., Wyland R., Gupta R. Supervisor to Coworker Social Undermining:The Moderating Roles of Bottom-line Mentality and Self-efficacy[J]. Journal of Management&Organization, 2020,26(5):756-773
[25] Mesdaghinia S., Rawat A., Nadavulakere S. Why Moral Followers Quit:Examining the Role of Leader Bottom-line Mentality and Unethical Pro-leader Behavior[J]. Journal of Business Ethics, 2019,159(2):491-505
[26] Peng X., Yu K., Peng J., et al. Perceived Overqualification and Proactive Behavior:The Role of Anger and Job Complexity[J]. Journal of Vocational Behavior, 2023,141:103847
[27] Meier L. L., Gross S., Spector P. E., et al. Relationship and Task Conflict at Work:Interactive Short-term Effects on Angry Mood and Somatic Complaints[J]. Journal of Occupational Health Psychology, 2013,18(2):144-156
[28] Welsh D. T., Baer M. D., Sessions H. Hot Pursuit:The Affective Consequences of Organization-set versus Self-set Goals for Emotional Exhaustion and Citizenship Behavior[J]. Journal of Applied Psychology, 2020,105(2):166-185
[29] Fitness J. Anger in the Workplace:An Emotion Script Approach to Anger Episodes between Workers and Their Superiors, Co-workers and Subordinates[J]. Journal of Organizational Behavior, 2000,21(2):147-162
[30] 章惠敏,王震,邹艳春,等.任务不合规矩导致员工不守规矩:不合规任务对职场越轨行为的影响[J].中国人力资源开发, 2019,36(9):105-116 Zhang H. M., Wang Z., Zou Y. C., et al. Illegitimate Tasks Lead to Deviant Employees:The Impact of Illegitimate Tasks on Workplace Deviant Behavior[J]. Human Resources Development of China, 2019,36(9):105-116
[31] Mitchell M. S., Vogel R. M., Folger R. Third Parties'Reactions to the Abusive Supervision of Coworkers[J]. Journal of Applied Psychology, 2015,100(4):1040-1055
[32] Molho C., Tybur J. M., Güler E., et al. Disgust and Anger Relate to Different Aggressive Responses to Moral Violations[J]. Psychological Science, 2017,28(5):609-619
[33] Bendahan S., Zehnder C., Pralong F. P., et al. Leader Corruption Depends on Power and Testosterone[J]. The Leadership Quarterly, 2015,26(2):101-122
[34] Rupprecht S., Koole W., Chaskalson M., et al. Running Too Far Ahead?Towards a Broader Understanding of Mindfulness in Organisations[J]. Current Opinion in Psychology, 2019,28:32-36
[35] Langer E. J. Matters of Mind:Mindfulness/Mindlessness in Perspective[J]. Consciousness and Cognition, 1992,1(3):289-305
[36] 刘生敏,信欢欢.组织管理领域的正念研究:基于多层次视角[J].中国人力资源开发, 2019,36(7):37-53 Liu S. M., Xin H. H. Mindfulness Research in the Field of Organizational Management:A Multi-level Analysis[J]. Human Resources Development of China, 2019,36(7):37-53
[37] Good D. J., Lyddy C. J., Glomb T. M., et al. Contemplating Mindfulness at Work:An Integrative Review[J]. Journal of Management, 2016,42(1):114-142
[38] Bao X., Xue S., Kong F. Dispositional Mindfulness and Perceived Stress:The Role of Emotional Intelligence[J]. Personality and Individual Differences, 2015,78:48-52
[39] 冯星宇,韩平.认知评价视角下工作压力对员工幸福感的影响机制研究——工作反刍和特质正念的作用[J].管理评论, 2024,36(1):175-187 Feng X. Y., Han P. A Research into the Mechanism of Job Stress'Influence on Employees'Wellbeing from the Perspective of Cognitive Evaluation-The Role of Work-related Rumination and Trait Mindfulness[J]. Management Review, 2024,36(1):175-187
[40] Greenbaum R. L., Babalola M. T., Quade M. J., et al. Moral Burden of Bottom-line Pursuits:How and When Perceptions of Top Management Bottom-line Mentality Inhibit Supervisors'Ethical Leadership Practices[J]. Journal of Business Ethics, 2021,174(1):109-123
[41] 陈颖媛,邹智敏,潘俊豪.资质过剩感影响组织公民行为的情绪路径[J].心理学报, 2017,49(1):72-82 Chen Y. Y., Zou Z. M., Pan J. H. Effects of Overqualification on Employees'Organizational Citizenship Behavior:From the Perspective of Emotion[J]. Acta Psychologica Sinica, 2017,49(1):72-82
[42] Ingold P. V., Kleinmann M., König C. J., et al. Transparency of Assessment Centers:Lower Criterion-related Validity But Greater Opportunity to Perform?[J]. Personnel Psychology, 2016,69(2):467-497
[43] 呙林义,杜旌.一切为了利润的领导:领导底线心智的前因、后果与作用机制[J].中国人力资源开发, 2021,38(12):53-67 Guo L. Y., Du J. Supervisors Strive for Bottom-line Outcomes:The Antecedents, Consequences, and Mechanism of Supervisor Bottom-line Mentality[J]. Human Resources Development of China, 2021,38(12):53-67