Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Leader-follower fit, which plays a crucial role in facilitating a harmonious interaction in leader-follower dyads, has attracted considerable attention in the academic circle recently. Leader-follower fit refers to the compatibility between a leader and a follower that occurs when their characteristics are well matched. Generally, we could measure leader-follower fit using direct measurement approach and indirect measurement approach. To data, the existing research on leader-follower fit mainly focused on five perspectives, such as personality fit, cognition fit, psychological experience fit, work behavior fit, and relational factor fit. Psychological and interactive processes usually capture the mechanism through which leader-follower fit affects work outcomes. Moreover, personal and situational characteristics usually moderate the consequence of leader-follower fit. Future research could examine the consequence of leader-follower congruence in some indigenous psychological characteristics (e.g., traditionality and face consciousness) and explore some novel underlying or contingency mechanisms in the Chinese context.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Employees’ green behavior directly affects the effectiveness of the environmental protection of organizations, and is the key to promote the sustainable development of the organizations. Employees’ green behavior refers to a series of behaviors implemented by employees that aim at reducing the negative effect on the environment and contributing to environmental sustainability. First, provides an overview of the concept and structure of employees’ green behavior. Second, drawing on self-determination theory, affective events theory, planning behavior theory, social cognitive theory and social learning theory, explains antecedents of employees’ green behavior. Finally, demonstrates that future research can pay attention to the three major aspects of concept definition, research level, research perspective (balanced perspective, dynamic perspective) to further research.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Faced with the critical environmental pollution, organizations are expected to plan and implement the environmental management practice. Employees, as the implementers of environmental management practice, have been considered to play a crucial role in organizational green management. Hence, how to facilitate employees’ green behavior is of particular importance for contemporary organizations. Employee green behavior is defined as a kind of behavior in the workplace that contributes to environmental sustainability. Given that employee green behavior is relevant to the sustainable development of the organization, this topic increasingly attracts attention and interest from scholars and practitioners alike. In particular, they focused on how to facilitate employee green behavior. Previous research revealed that green (environmentally specific) transformational leadership and green human resource management practices (HRM) played a crucial role in shaping employee green behavior. However, previous studies took an “either…or…” approach to investigate the effects of green transformational leadership and green HRM (separately), while ignoring their joint effects. Recent studies indicated a trend to examine the joint effects of leadership and HRM. Accordingly, this study explored the joint effect of green transformational leadership and green HRM on employee green behavior in the Chinese context. In particular, we proposed two alternative hypotheses. Based on cue consistency theory, we claimed that green transformational leadership and green HRM positively interact to shape employee green behavior. Based on leadership substitute theory, we demonstrated that green transformational leadership and green HRM negatively interact to shape employee green behavior. Moreover, we proposed that pro-environmental goal clarity mediates the interactive effect of green transformational leadership and green HRM on employee green behavior. We conducted two experiments and one survey study to test our hypotheses. In experiment 1a and 1b (2 × 2 between-subject design), the results of ANOVA showed that green transformational leadership and green HRM positively interacted to shape individual green behavior, which supported the hypotheses based on cue consistence theory. Specifically, individuals in the condition of high green transformational leadership and high green HRM were more likely to engage in green behavior. Study 2, a field study based on the survey data from 173 leader-employee dyads, not only replicated the findings of study 1a and 1b but also revealed that the interaction of green HRM and green transformational leadership was positively related to employee green behavior through the mediating role of pro-environmental goal clarity. This study contributes to the literature in several ways. First, by revealing the positive interactive effect of green transformational leadership and green HRM on employee green behavior, our findings guide us toward a better understanding of how to facilitate employee green behavior from a comprehensive and balanced perspective. Second, by revealing the mediating role of environmental goal clarity, this study contributes to a detailed understanding of how green HRM and green transformational leadership jointly influence employee green behavior. Finally, our results provide some implications for practitioners with how to promote employee green behavior, such as adopting green HRM and developing leaders’ green transformational leadership simultaneously.
Subjects: Psychology >> Management Psychology submitted time 2018-09-07 Cooperative journals: 《心理学报》
Abstract： 当今复杂多变的环境呼吁领导者应采取双元领导策略，以平衡组织内部的相异诉求。恩威并施是我国传统文化塑造的一种具有双元特性的典型领导行为，被大量学者视为提升下属产出的有效方式。然而，以往研究忽略了“施恩”(仁慈领导行为)和“立威”(威权领导行为)不同组合对下属工作产出的差异化影响及其内部机理。为了弥补这些不足，文章通过引入追随力理论，探讨了施恩和立威组合情况如何塑造下属执行力进而影响工作绩效。采用多项式回归和响应面分析方法，对130份两时间点上下级配对数据进行分析，发现：(1)在施恩与立威水平相当情况下，恩威皆高时下属积极执行程度要高于恩威皆低；(2)在施恩与立威水平不一致情况下，恩多威寡时下属积极执行程度要高于威多恩寡；(3) 施恩与立威组合情况对下属积极执行的影响能够波及至下属工作绩效，其中，恩威皆高通过积极执行对工作绩效间接效应是最强的。以上结果细化了学界对恩威并施作用效果的认识，对双元领导、追随力和工作绩效等研究领域均有一定的启发意义。
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