The Impact of Transformational Leadership on Engagement of Newcomers: A Study from the Identification Perspective

Abstract

Abstract:

Based on identity theory, this study intends to investigate the impact of transformational leadership on the engagement of newcomers and the mediating effects of role identification and organizational identification. We collect data at two time points with an interval of 8 weeks and the final sample is 172 matched newcomers from a variety of occupations. Structural equation modeling analyses shows that visionary vision of transformational leadership positively relates to newcomers' work engagement and role identification mediates a positive relationship between visionary vision and work engagement of newcomers. Morale modeling of transformational leadership positively relates to newcomers' work engagement and organizational identification mediates a positive relationship between morale modeling and work engagement of newcomers. And role identification also positively relates to organizational identification of newcomers. Theoretical contributions and practical implications of the results are discussed.

Key words: transformational leadership, role identification, organizational identification, engagement

Li Chaoping, Mao Kaixian. The Impact of Transformational Leadership on Engagement of Newcomers: A Study from the Identification Perspective[J]. , 2018, 30(7): 136-147.

References

[1] Jones G. R. Socialization Tactics, Self-efficacy, and Newcomers' Adjustments to Organizations[J]. Academy of Management Jour-nal, 1986,29(2):262-279
[2] Cooper-Thomas H., Anderson N. Newcomer Adjustment:The Relationship between Organizational Socialization Tactics, Informa-tion Acquisition and Attitudes[J]. Journal of Occupational & Organizational Psychology, 2002,75(4):423-437
[3] Cooper-Thomas H. D., Anderson N. Organizational Socialization:A Field Study into Socialization Success and Rate[J]. Interna-tional Journal of Selection & Assessment, 2005,13(2):116-128
[4] Saks A. M., Gruman J. A. Getting Newcomers Engaged:The Role of Socialization Tactics[J]. Journal of Managerial Psychology, 2011,26(5):383-402
[5] Song Z., Chon K., Ding G., et al. Impact of Organizational Socialization Tactics on Newcomer Job Satisfaction and Engagement:Core Self-evaluations as Moderators[J]. International Journal of Hospitality Management, 2015,46(4):180-189
[6] Cooper-Thomas H. D., Paterson N. L., Stadler M. J., et al. The Relative Importance of Proactive Behaviors and Outcomes for Pre-dicting Newcomer Learning, Well-being, and Work Engagement[J]. Journal of Vocational Behavior, 2014,84(3):318-331
[7] Bauer T. N., Green S. G. Testing the Combined Effects of Newcomer Information Seeking and Manager Behavior on Socialization[J]. Journal of Applied Psychology, 1998,83(1):72-83
[8] Kammeyer-Mueller J. D., Wanberg C. R. Unwrapping the Organizational Entry Process:Disentangling Multiple Antecedents and Their Pathways to Adjustment[J]. Journal of Applied Psychology, 2003,88(5):779-794
[9] Sluss D. M., Thompson B. S. Socializing the Newcomer:The Mediating Role of Leader-member Exchange[J]. Organizational Be-havior & Human Decision Processes, 2012,119(1):114-125
[10] Kark R., Shamir B., Chen G. The Two faces of Transformational Leadership:Empowerment and Dependency[J]. Journal of Ap-plied Psychology, 2003,88(2):246-255
[11] Shin S. J., Zhou J. When Is Educational Specialization Heterogeneity Related to Creativity in Research and Development Teams? Transformational Leadership as a Moderator[J]. Journal of Applied Psychology, 2007,92(6):1709-1721
[12] 郑勇,邹文篪. 变革型领导对酒店新员工组织社会化影响分析——以澳门、珠海高星级酒店为例[J]. 旅游学刊, 2011,26(9):79-84
[13] Van Knippenberg D., Sitkin S. B. A Critical Assessment of Charismatic-Transformational Leadership Research:Back to the Draw-ing Board?[J]. Academy of Management Annals, 2013,7(1):1-60
[14] Bryman A. Charismatic Leadership in Business Organizations:Some Neglected Issues[J]. Leadership Quarterly, 1993,4(3):289-304
[15] 李超平,时勘. 变革型领导的结构与测量[J]. 心理学报, 2005,37(6):803-811
[16] Chreim S., Williams B. E., Hinings C. R. Interlevel Influences on the Reconstruction of Professional Role Identity[J]. Academy of Management Journal, 2007,50(6):1515-1539
[17] 张淑华,李海莹,刘芳. 身份认同研究综述[J]. 心理研究, 2012,5(1):21-27
[18] Turner J. C., Hogg M. A., Oakes P. J., et al. Rediscovering the Social Group:A Self-categorization Theory[M]. Oxford, Eng-land:Blackwell, 1987
[19] 李春,宫秀丽. 自我分类理论概述[J]. 山东师范大学学报(人文社会科学版), 2006,51(3):157-160
[20] 严鸣,涂红伟,李骥. 认同理论视角下新员工组织社会化的定义及结构维度[J]. 心理科学进展, 2011,19(5):624-632
[21] Sluss D. M., Ployhart R. E., Cobb M. G., et al. Generalizing Newcomers' Relational and Organizational Identifications:Proces-ses and Prototypicality[J]. Academy of Management Journal, 2012,55(4):949-975
[22] Wu W., Tang F., Dong X., et al. Different Identifications Cause Different Types of Voice:A Role Identity Approach to the Rela-tions Between Organizational Socialization and Voice[J]. Asia Pacific Journal of Management, 2014,32(1):251-287
[23] Bass B. M. Theory of Transformational Leadership Redux[J]. Leadership Quarterly, 1995,6(4):463-478
[24] Avolio B. J., Bass B. M., Dong I. J. Re-examining the Components of Transformational and Transactional Leadership Using the Multifactor Leadership[J]. Journal of Occupational & Organizational Psychology, 1999,72(4):441-462
[25] Zhu W., Avolio B. J., Walumbwa F. O., et al. Moderating Role of Follower Characteristics with Transformational Leadership and Follower Work Engagement[J]. Group & Organization Management, 2009,34(5):590-619
[26] 王桢,陈乐妮,李旭培. 变革型领导与工作投入:基于情感视角的调节中介模型[J]. 管理评论, 2015,27(9):120-129
[27] Gözükara I., ?im?ek O. F. Linking Transformational Leadership to Work Engagement and the Mediator Effect of Job Autonomy:A Study in a Turkish Private Non-Profit University[J]. Procedia-Social and Behavioral Sciences, 2015,195(8):963-971
[28] 隋杨,王辉,岳旖旎,等. 变革型领导对员工绩效和满意度的影响:心理资本的中介作用及程序公平的调节作用[J]. 心理学报, 2012,44(9):1217-1230
[29] 陈平,顾建平. 智慧企业的愿景型领导对员工创新行为的影响研究[J]. 南京社会科学, 2014,25(12):30-36
[30] 王兆证,周路路. 愿景型领导对员工创造力的影响机制研究[J]. 华东经济管理, 2015,29(11):30-38
[31] 孙利平,凌文辁,方俐洛. 认同内化在企业德行领导与员工敬业度之间的中介作用[J]. 企业经济, 2009,29(9):61-63
[32] Brown M. E., Treviño L. K., Harrison D. A. Ethical Leadership:A Social Learning Perspective for Construct Development and Testing[J]. Organizational Behavior & Human Decision Processes, 2005,97(2):117-134
[33] 孙利平,凌文辁. 德行领导对员工行为的影响研究[J]. 理论探讨, 2010,27(4):157-160
[34] 梁建. 道德领导与员工建言:一个调节-中介模型的构建与检验[J]. 心理学报, 2014,46(2):252-264
[35] 孟慧,宋继文,艾亦非,等. 中国道德领导的结构与测量初探[J]. 管理学报, 2014,11(8):1101-1108
[36] 李超平. 变革型领导与团队效能:团队内合作的跨层中介作用[J]. 管理评论, 2014,26(4):73-81
[37] McCall G. J., Simmons J. L. Identities and Interactions[M]. New York:Free Press, 1966
[38] Tajfel H. Social Identity and Intergroup Relations[J]. Social Science Information,1974,13(13):65-93
[39] Stets J. E., Burke P. J. Identity Theory and Social Identity Theory[J]. Social Psychology Quarterly, 2000,63(3):224-237
[40] Stets J. E. Identity Theory[A]//In Burke P. J. (Ed.), Contemporary Social Psychological Theories[C]. Stanford, California:Stanford University Press, 2006
[41] Farmer S. M., Tierney P., Kung-Mcintyre K. Employee Creativity in Taiwan:An Application of Role Identity Theory[J]. Acade-my of Management Journal, 2003,46(5):618-630
[42] 段锦云,张倩,黄彩云. 建言角色认同及对员工建言行为的影响机制研究[J]. 南开管理评论, 2015,18(5):65-74
[43] Burke P. J., Stets J. E. Identity Theory[M]. Oxford, England:Oxford University Press, 2009
[44] 贾文华. 农村中小学教师角色认同、工作投入及其关系研究[J]. 教育研究与实验, 2012,30(3):83-86
[45] Bernhard F., Odriscoll M. P. Psychological Ownership in Small Family-Owned Businesses:Leadership Style and Nonfamily-Em-ployees' Work Attitudes and Behaviors[J]. Group & Organization Management, 2011,36(3):345-384
[46] 李超平,田宝,时勘. 变革型领导与员工工作态度:心理授权的中介作用[J]. 心理学报, 2006,38(2):297-307
[47] Ashforth B. E., Mael F. Social Identity Theory and the Organization[J]. Academy of Management Review, 1989,14(1):20-39
[48] van Knippenberg D., Sleebos Ed. Organizational Identification Versus Organizational Commitment:Self-definition, Social Ex-change, and Job Attitudes[J]. Journal of Organizational Behavior, 2006,27(5):571-584
[49] Riketta M. Organizational Identification:A Meta-analysis[J]. Journal of Vocational Behavior, 2005,66(2):358-384
[50] Shen Y., Jackson T., Ding C., et al. Linking Perceived Organizational Support with Employee Work Outcomes in a Chinese Con-text:Organizational Identification as a Mediator[J]. European Management Journal, 2014,32(3):406-412
[51] Gok S., Karatuna I., Karaca P. O. The Role of Perceived Supervisor Support and Organizational Identification in Job Satisfaction[J]. Procedia-Social and Behavioral Sciences, 2015,177(4):38-42
[52] Walumbwa F. O., Mayer D. M., Wang P., et al. Linking Ethical Leadership to Employee Performance:The Roles of Leader-member Exchange, Self-efficacy, and Organizational Identification[J]. Organizational Behavior & Human Decision Processes, 2011,115(2):204-213
[53] 时勘,崔有波,万金,等. 集体主义氛围感知对工作投入影响——组织认同的中介作用[J]. 现代管理科学, 2015,23(9):6-8
[54] 郭云贵,张丽华. 组织社会化对工作投入的影响机理研究——基于认同视角[J]. 软科学, 2016,30(4):69-73
[55] Zhu W., He H., Treviño L. K., et al. Ethical Leadership and Follower Voice and Performance:The Role of Follower Identifica-tions and Entity Morality Beliefs[J]. Leadership Quarterly, 2015,26(5):702-718
[56] Tyler T. R., Blader S. L. The Group Engagement Model:Procedural Justice, Social Identity, and Cooperative Behavior[J]. Per-sonality & Social Psychology Review, 2003,7(4):349-361
[57] Callero P. L. Role-Identity Salience[J]. Social Psychology Quarterly, 1985,48(3):203-214
[58] Smidts A., Pruyn A. T. H., Van Riel C. B. M. The Impact of Employee Communication and Perceived External Prestige on Or-ganizational Identification[J]. Academy of Management Journal, 2001,44(5):1051-1062
[59] 高中华,赵晨. 工作场所的组织政治会危害员工绩效吗? 基于个人-组织契合理论的视角[J]. 心理学报, 2014,46(8):1124-1143
[60] Hakanen J. J., Bakker A. B., Schaufeli W. B. Burnout and Work Engagement among Teachers[J]. Journal of School Psychology, 2006,43(6):495-513
[61] Kammeyer-Muller J., Wanberg C., Rubenstein A., et al. Support, Undermining, and Newcomer Socialization:Fitting in During the First 90 Days[J]. Academy of Management Journal, 2013,56(4):1104-1124