木秀于林风必摧之？领导回应下属能力优势的行为策略及发生机制

摘要/Abstract

摘要： 下属在工作能力上优于领导在组织中非常普遍，对于领导如何回应下属能力优势，学界鲜有研究关注。依据自我评价维持理论，本研究探讨领导回应下属能力优势的行为策略、发生机制及其边界条件。采用多时点、多来源方法收集289名领导-下属配对数据，使用阶层回归分析数据。研究表明：①下属能力优势既引发领导消极地排斥下属，也引发领导积极地主动学习；②自尊水平在下属能力优势与领导排斥下属和主动学习之间发挥部分中介作用；③上下级关系负向调节下属能力优势与领导自尊水平之间的关系，并负向调节下属能力优势通过自尊水平对领导排斥下属和主动学习产生的间接影响。

关键词: 下属能力优势, 自尊水平, 排斥下属, 主动学习, 上下级关系

Abstract: It is not unusual for subordinates to be superior to their supervisor in terms of competence, but the academic circle pays little attention to how supervisors respond to such superiority. Based on self-evaluation maintenance theory, this research explores the strategies, mechanism and boundary condition of supervisors’ response to the superiority. The data from 289 supervisor-subordinate dyads are selected by using the time-lagged and multi-source method, and hierarchical regression analysis is used to analyze the data. The research results show that facing the subordinates who have competence advantage, some supervisors choose to suppress the subordinates, others choose to learn from the subordinates. The self-esteem level plays a partially mediating role between subordinates’ competence advantage and supervisors’ suppressing or learning behavior. Supervisor-subordinate relationship negatively moderates the relationship between subordinates’ competence advantage and supervisors’ self-esteem level. And supervisor-subordinate relationship also has a negative effect on supervisors’ suppressing or learning behavior through self-esteem level.

Key words: subordinates’ competence advantage, self-esteem level, suppressing subordinate, proactive learning, supervisor-subordinate relationship

何斌, 叶存军, 孙旭, 高鸿铭, 吴伟炯. 木秀于林风必摧之？领导回应下属能力优势的行为策略及发生机制[J]. 管理评论, 2026, 38(6): 178-187.

He Bin, Ye Cunjun, Sun Xun, Gao Hongming, Wu Weijiong. Do Tall Trees Catch Much Wind? The Strategies and Mechanism of Supervisor’s Response to Subordinates’ Competence Advantage[J]. Management Review, 2026, 38(6): 178-187.

参考文献

[1] Yu L., Duffy M. K., Tepper B. J. Consequences of Downward Envy: A Model of Self-esteem Threat, Abusive Supervision, and Supervisory Leader Self-improvement[J]. Academy of Management Journal, 2018,61(6):2296-2318
[2] Chang K., Kuo C. C., Quinton S., et al. Subordinates’ Competence: A Potential Trigger for Workplace Ostracism[J]. The International Journal of Human Resource Management, 2021,32(8):1801-1827
[3] Campbell E. M., Liao H., Chuang A., et al. Hot Shots and Cool Reception? An Expanded View of Social Consequences for High Performers[J]. Journal of Applied Psychology, 2017,102(5):845-866
[4] 赵梦楚,陈志霞. 高工作绩效员工为何也会遭遇领导排斥:影响机制的系统动力学仿真分析[J]. 南开管理评论, 2019,22(2):186-196 Zhao M. C., Chen Z. X. Why High Job Performance Employees Suffered Leadership Ostracism as Well? Simulation Analysis for the Influence Mechanism of Leadership Ostracism Based on System Dynamics[J]. Nankai Business Review, 2019,22(2):186-196
[5] Khan A. K., Moss S., Quratulain S., et al. When and How Subordinate Performance Leads to Abusive Supervision: A Social Dominance Perspective[J]. Journal of Management, 2018,44(7):2801-2826
[6] Li Y. N., Zhang M. J., Law K. S., et al. Subordinate Performance and Abusive Supervision: The Role of Envy and Anger[J]. Academy of Management Proceedings, 2015,2015(1):16420
[7] Tesser A. Toward a Self-evaluation Maintenance Model of Social Behavior[M] //Berkowitz L. (Ed.) Advances in Experimental Social Psychology. New York: Academic Press, 1988
[8] Kim E., Glomb T. M. Victimization of High Performers: The Roles of Envy and Work Group Identification[J]. Journal of Applied Psychology, 2014,99(4):619-634
[9] Tesser A., Moore J. Independent Threats and Self-evaluation Maintenance Processes[J]. The Journal of Social Psychology, 1990,130(5):677-689
[10] Beach S. R. H., Tesser A. Self-esteem and the Extended Self-evaluation Maintenance Model[M] //Kernis M. Efficacy, Agency, and Self-esteem. New York: Plenum Press, 1995
[11] Stryker S., Statham A. Symbolic Interaction and Role Theory[M] //Lindzey G., Aronson E. (Eds.) Handbook of Social Psychology. New York: Random House, 1985
[12] 韩晓燕,迟毓凯. 自发社会比较中的威胁效应及自我平衡策略[J]. 心理学报, 2012,44(12):1628-1640 Han X. Y., Chi Y. K. The Self-threat of Unsolicited Social Comparison and Its Balance[J]. Acta Psychologica Sinica, 2012,44(12):1628-1640
[13] Festinger L. A. A Theory of Social Comparison Processes[J]. Human Relations, 1954,7(2):117-140
[14] Taylor S. E., Lobel M. Social Comparison Activity under Threat: Downward Evaluation and Upward Contacts[J]. Psychological Review, 1989,96(4):569-575
[15] Tesser A., Campbell J. Self-evaluation Maintenance and the Perception of Friends and Strangers[J]. Journal of Personality, 1982,50(3):261-279
[16] Anderson C., John O. P., Keltner D., et al. Who Attains Social Status? Effects of Personality and Physical Attractiveness in Social Groups[J]. Journal of Personality and Social Psychology, 2001,81(1):116-132
[17] 王永跃,段锦云. 政治技能如何影响员工建言:关系及绩效的作用[J]. 管理世界, 2015,(3):102-112 Wang Y. Y., Duan J. Y. How Political Skills Affect Employees’ Voice: The Role of Guanxi and Performance[J]. Journal of Management World, 2015,(3):102-112
[18] Cappelli P. A Market-Driven Approach to Retaining Talent[J]. Harvard Business Review, 2000,78(1):103-111
[19] 王小予,赵曙明,李智. 员工绩效对人际伤害行为的研究评述与展望[J]. 管理学报, 2019,16(9):1415-1422 Wang X. Y., Zhao S. M., Li Z. Reviews and Futures of the Impact of Employee Performance on Interpersonal Harming[J]. Chinese Journal of Management, 2019,16(9):1415-1422
[20] Ferris D. L., Brown D. J., Berry J. W., et al. The Development and Validation of the Workplace Ostracism Scale[J]. Journal of Applied Psychology, 2008,93(6):1348-1366
[21] Williams K. D. Ostracism[J]. Annual Review of Psychology, 2007,58:425-452
[22] 李丹,常梦醒. 职场排斥如何影响绩效表现?情绪耗竭与情绪智力的作用[J]. 中国人力资源开发, 2018,35(8):64-74 Li D., Chang M. X. How Workplace Ostracism Influences Job Performance?The Effects of Emotional Exhaustion and Emotional Intelligence[J]. Human Resources Development of China, 2018,35(8):64-74
[23] Maurer T. J., Pierce H. R., Shore L. M. Perceived Beneficiary of Employee Development Activity: A Three-dimensional Social Exchange Model[J]. Academy of Management Review, 2002,27(3):432-444
[24] Rosenberg M. Society and Adolescent the Self-image[M]. Princeton, NJ: Princeton University Press, 1965
[25] VanDellen M. R., Campbell W. K., Hoyle R. H., et al. Compensating, Resisting, and Breaking: A Meta-analytic Examination of Reactions to Self-esteem Threat[J]. Personality and Social Psychology Review, 2011,15(1):51-74
[26] Amarnani R. K., Restubog S. L. D., Bordia P., et al. Age as Double-edged Sword among Victims of Customer Mistreatment: A Self-esteem Threat Perspective[J]. Human Resource Management, 2019,58(3):285-299
[27] 叶仁荪,倪昌红,黄顺春. 职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用[J]. 管理评论, 2015,27(8):127-140 Ye R. S., Ni C. H., Huang S. C. Workplace Exclusion, Peripherization and Its Influence on Employee Turnover: The Moderating Roles of Employee Job Performance[J]. Management Review, 2015,27(8):127-140
[28] Kernan M. C., Watson S., Chen F. F., et al. How Cultural Values Affect the Impact of Abusive Supervision on Worker Attitudes[J]. Cross Cultural Management: An International Journal, 2011,18(4):464-484
[29] Chen Y., Friedman R., Yu E., et al. Supervisor-Subordinate Guanxi: Developing a Three-dimensional Model and Scale[J]. Management and Organization Review, 2009,5(3):375-399
[30] 于维娜,樊耘,张婕,等. 宽恕视角下辱虐管理对工作绩效的影响——下属传统性和上下级关系的作用[J]. 南开管理评论, 2015,18(6):16-25 Yu W. N., Fan Y., Zhang J., et al. The Relationship between Abusive Supervision and Job Performance: The Effect of Supervisor-Subordinate Guanxi, Traditionality, and Employees’ Forgiveness to Supervisor[J]. Nankai Business Review, 2015,18(6):16-25
[31] Farh J. L., Dobbins G. H. Effects of Comparative Performance Information on the Accuracy of Self-ratings and Agreement between Self- and Supervisor Ratings[J]. Journal of Applied Psychology, 1989,74(4):606-610
[32] 李回想,彭茂莹,杨娟. 自尊对基于面孔吸引力人格特质推断的影响[J]. 心理发展与教育, 2021,37(3):363-370 Li H. X., Peng M. Y., Yang J. Self-esteem Influences Personality Trait Judgments Based on Physical Attractiveness[J]. Psychological Development and Education, 2021,37(3):363-370
[33] Bezuijen X. M., van Dam K., van den Berg P. T., et al. How Leaders Stimulate Employee Learning: A Leader-Member Exchange Approach[J]. Journal of Occupational and Organizational Psychology, 2010,83(3):673-693
[34] 刘军,宋继文,吴隆增. 政治与关系视角的员工职业发展影响因素探讨[J]. 心理学报, 2008,40(2):201-209 Liu J., Song J. W., Wu L. Z. Antecedents of Employee Career Development: An Examination of Politics and Guanxi[J]. Acta Psychologica Sinica, 2008,40(2):201-209
[35] Law K. S., Wong C. S., Wang D., et al. Effect of Supervisor-Subordinate Guanxi on Supervisory Decisions in China: An Empirical Investigation[J]. The International Journal of Human Resource Management, 2000,11(4):751-765
[36] Yang C., Nay S., Hoyle R. H. Three Approaches to Using Lengthy Ordinal Scales in Structural Equation Models: Parceling, Latent Scoring, and Shortening Scales[J]. Applied Psychological Measurement, 2010,34(2):122-142
[37] Podsakoff P. M., MacKenzie S. B., Lee J. Y., et al. Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology, 2003,88(5):879-903
[38] Lu L., Gilmour R. Developing a New Measure of Independent and Interdependent Views of the Self[J]. Journal of Research in Personality, 2007,41(1):249-257
[39] 曾世强,陈健,吕巍,等. 独立自我“啬于人”,相依自我“啬于己”——为自己消费还是为他人消费与自我建构对储蓄和消费选择的影响[J]. 管理评论, 2016,28(6):119-130 Zeng S. Q., Chen J., Lv W., et al. The Independent’s Stinginess to Others and the Interdependent’s Stinginess to Self: Impacts of Self-construal and Spending on Self versus Others on the Saving and Spending[J]. Management Review, 2016,28(6):119-130
[40] 郭晓薇. 中国情境中的上下级关系构念研究述评——兼论领导-成员交换理论的本土贴切性[J]. 南开管理评论, 2011,14(2):61-68 Guo X. W. Reviews on the Research of Supervisor-Subordinate Relationship in Chinese Context: Leader-Member Exchange and Supervisor-Subordinate Guanxi[J]. Nankai Business Review, 2011,14(2):61-68
[41] Wang S., De Pater I. E., Yi M., et al. Empowering Leadership: Employee-related Antecedents and Consequences[J]. Asia Pacific Journal of Management, 2022,39(2):457-481
[42] Cohen-Charash Y. Episodic Envy[J]. Journal of Applied Social Psychology, 2009,39(9):2128-2173
[43] Schaubroeck J., Lam S. S. K. Comparing Lots Before and After: Promotion Rejectees’ Invidious Reactions to Promotees[J]. Organizational Behavior and Human Decision Processes, 2004,94(1):33-47
[44] Lee K., Duffy M. K. A Functional Model of Workplace Envy and Job Performance: When do Employees Capitalize on Envy by Learning from Envied Targets?[J]. Academy of Management Journal, 2019,62(4):1085-1110
[45] 胡心怡,陈英和. 高自尊威胁后防御和消极情绪的特点:自尊和自我价值权变性的不同调节作用[J]. 心理学探新, 2016,36(2):164-170 Hu X. Y., Chen Y. H. Self Defensiveness and Negative Emotion after High Self-esteem Threat: Different Moderating Effects of Self-esteem and Contingency of Self-worth[J]. Psychological Exploration, 2016,36(2):164-170
[46] Radcliffe N. M., Klein W. M. P. Dispositional, Unrealistic, and Comparative Optimism: Differential Relations with the Know-ledge and Processing of Risk Information and Beliefs about Personal Risk[J]. Personality and Social Psychology Bulletin, 2002,28(6):836-846