中国情境下谦逊领导影响效应作用机制的多层验证：基于社会信息加工理论

As organizational environments become more dynamic, uncertain, and unpredictable, humility is becoming more critical for leaders who direct their organizations. In addition, within the last ten years, leadership thinkers have increasingly focused on the importance of humility in the context of leadership. Although a growing number of leadership writers argue humble leader behaviors are important to organizational effectiveness, little is known about what these behaviors lead to, or what factors moderate and mediate the effectiveness of these behaviors. This study develops a model of the behaviors, outcomes, moderators and mediators of humble leadership in the context of Chinese organizations. Based on individual level social information processing mechanism, study one will examine how humble leadership influence employee job performance by transforming both (at individual level) the employee’s psychological empowerment and (at team level) the team’s empowerment climate. Based on team level social information processing mechanism, study two will examine the effect of team level humble leadership on team performance, with team empowerment climate as the mediator and team interdependence as the moderator. Based on the interactive effects of individual level and team level social information processing, study three will examine team level humble leadership’s cross-level moderator effect on the two-stage mechanisms of how individual level humble leadership influence employee job performance. After completing the three empirical studies, Study four, as a case study, will explore the core characteristics of humble leadership and its effect on enterprise sustainable competitive advantage with Ren Zhengfei (the CEO of Huawei Corporation) as the example.

当企业环境变得日益动态化和不可预测化时，企业领导也越来越被期望变得谦逊和包容。近年来大量学者开始关注和强调谦逊对领导效能的重要影响，谦逊领导也就脱颖而出。目前学术界对谦逊领导内涵的研究已初具成果，然而就其效用、影响机制和作用边界来说，谦逊领导的研究仍处于起步阶段。基于社会信息加工理论，本项目首先通过科学规范的实证研究来探讨个体层面和团队层面谦逊领导的影响效应及其作用机制。研究一从员工个体社会信息加工机制的视角来探讨个体层面和团队层面谦逊领导对员工工作绩效的作用机制。研究二从团队员工整体社会信息加工机制的视角来探讨团队层面谦逊领导对团队绩效的作用机制。研究三从个体层面和团队层面社会信息加工交互作用的视角来分析团队层面谦逊领导对个体层面员工工作绩效两阶段发生机制调节效应的作用机制。作为一个案例研究，研究四将以华为总裁任正非为例来探讨企业家谦逊领导行为的核心特征及其对企业持续竞争优势的作用机制。

伴随企业环境的日益动态化和复杂化，越来越多的学者意识到领导谦逊对组织效能的重要作用，但目前研究领域中针对谦逊领导影响效应及作用机制的研究依然比较稀缺。另外，当前谦逊领导的研究还主要集中在国外，但是领导效用的发挥具有显著的文化差异和情景依赖，因此对作为东方传统文化和新兴经济体杰出代表的中国来说，我们迫切需要探寻中国情境下谦逊领导的存在及效用。第一个主研究针对通过问卷调查方式获取的86名团队领导与其436名下属的有效配对样本，本文采用多层线性模型分析方法验证了中国情境下谦逊领导对员工三种绩效形态的跨层次影响效应及其边界作用条件。结果表明，谦逊领导对员工的任务绩效、助人行为以及员工建言三种绩效产出都存在显著的正向预测效应。另外，员工权力距离导向差异化调节了谦逊领导与员工建言、任务绩效以及助人行为的关系。员工权力距离导向会弱化谦逊领导对员工建言的影响，但同时又会强化谦逊领导对员工任务绩效以及助人行为的影响。最后，团队授权氛围部分中介了谦逊领导对任务绩效、助人行为以及员工建言的跨层次效应。另一个研究采用问卷调查方式收集了295名企业员工样本，基于社会信息加工理论，探讨了谦逊领导对员工建言的影响及其作用机制。结果表明，谦逊领导和领导言行一致都对员工建言存在显著的正向预测效应。另外，领导言行一致还会调节谦逊领导对员工建言的效应，当领导言行一致较高时，谦逊领导与员工建言间的关系较强。最后，员工心理安全感部分中介谦逊领导对员工建言的影响，完全中介谦逊领导和领导言行一致的交互项对员工建言的影响。这些研究结果拓展了我们对谦逊领导与员工建言间关系的认识，具有重要的理论意义和实践意义。