“当仁不让”还是“踌躇不前”？领导力涌现影响员工工作绩效的双路径机制研究

摘要/Abstract

摘要： 随着组织内外部环境变化的不确定性和复杂性越来越凸显，来自员工自下而上涌现出来的非正式领导力更加灵活，在帮助企业破解决策复杂性难题方面能够发挥奇特的作用，受到业界和学界的共同关注。然而，领导力涌现对员工工作绩效产生何种影响还存在争议，两者之间的关系和作用机制有待进一步探究。通过来自长三角地区工业园区507份领导－员工配对问卷数据，基于认知评价理论，探讨了员工领导力涌现对其工作绩效的双路径效应及边界条件。研究结果表明，员工领导力涌现后的优势利用，能够提升其工作绩效；同时，领导力涌现也可能触发员工的印象风险，降低其工作绩效。组织的分布式领导模式分别正向和负向调节领导力涌现对优势利用和印象风险的影响，进一步地，分布式领导对双路径的调节作用也得到了验证。研究结果不仅揭示了员工领导力涌现的两面性，拓展了员工非正式领导力涌现行为的研究视角，也为组织如何促进员工领导力涌现提供了参考。

关键词: 领导力涌现, 优势利用, 印象风险, 工作绩效, 分布式领导

Abstract: Owing to the increasingly dynamic and complex external environment, informal leadership is beneficial to teams in effectively changing procedures and coordination, which is favored by practitioners and scholars. However, dispute exists regarding whether leadership emergence can improve employees’ job performance, so the relationship between them and its mechanism need to be further explored. Drawing on the cognitive appraisal theory and through 507 dyads (87 supervisors and 507 subordinates), we examine the dual-path model of leadership emergence, involving strengthening path and weakening path, to explain why and when leadership emergence affects employees’ job performance. The results show that leadership emergence not only improves employees’ strengths use which in turn increases employees’ job performance, but also aggravates employees’ image risk, which in turn decreases employees’ job performance. In addition, distributed leadership can enhance the positive indirect effect of leadership emergence on employees’ job performance via strengths use, and buffer the negative effect of leadership emergence on employees’ job performance via image risk. These findings offer significant implications for theoretical research and practices.

Key words: leadership emergence, strengths use, image risk, job performance, distributed leadership

吕乐娣, 纪顺洪, 高凯, 张昊民. “当仁不让”还是“踌躇不前”？领导力涌现影响员工工作绩效的双路径机制研究[J]. 管理评论, 2025, 37(9): 137-148.

Lv Ledi, Ji Shunhong, Gao kai, Zhang Haomin. Exertion or Hesitation? A Dual-path Model of Leadership Emergence on Employees’ Job Performance[J]. Management Review, 2025, 37(9): 137-148.

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