主讲人 | 范伟 | 邀请人 | |
讲座时间 | 2023年 05 月 10 日 13:00-15:00；本学期第 13 周 | ||
讲座地点 | 管理学院四楼第二会议室报告厅 | ||
讲座题目 | 利弊并存的领导员工关系 Mixed Blessing of Supervisor-Subordinate Relationship | ||
主讲人简介 | 范伟，上海理工大学管理学院讲师，华东师范大学应用心理学专业博士，佛罗里达大学人力资源管理专业联合培养博士。主要研究领域聚焦：领导员工关系，员工心理弹性，以及情绪动态效应。先后参与国家自然科学基金项目，上海哲学社会科学项目，相关研究发表于《Journal of Managerial Psychology》等SSCI期刊，《管理学报》等CSSCI期刊。其中，关于职场员工心理弹性传递模型的实证研究收录于《职业健康科学系列手册》。 | ||
Fan wei, (PhD, East China Normal University; Visiting Scholar, Human Resource Research Center, University of Florida) is a lecturer of Business School at University of Shanghai for Science and Technology. His research interests focus on supervisor-subordinate relationship, employee psychological resilience, and employee emotional dynamics. He worked as a co-investigator, and published several research articles in SSCI and CSSCI journals with the support from National Natural Science Foundation, and Shanghai Planning Office of Philosophy and Social Science. Specifically, the article focusing on a crossover model of employee resilience is included in the Handbook Series in Occupational Health Sciences. | |||
讲座摘要 | 领导员工之间的互动关系，作为组织行为领域的重要议题，受到来自不同文化地域的专家学者的广泛关注。已有大量实证研究认为，领导员工之间，超出既定合同义务，基于社交情感资源的互动关系，能够显著影响员工的工作态度，工作行为，以及工作绩效。然而，基于“特殊主义”的文化影响，相比基于工作场所内部的资源交换行为（简称，领导成员交换），基于工作场所外部的资源交换行为（简称，领导员工关系）更加容易受到偏私主义影响，进而催生相关的消极影响。报告聚焦于领导员工关系的消极效应的作用机制，边界条件，以及行为结果。通过回顾相关文献，研究1依据社会比较理论，探究领导成员交换和领导员工关系影响员工工作行为的作用机制差异；研究2依据资源保存理论，探究领导员工关系中的不同互动行为影响员工工作行为的效应差异，以及领导偏私行为的具体表现。 | ||
The topic of supervisor-subordinate relationship has been central to organizational behavior field for decades, and numerous empirical studies confirm the significant impacts of such relationship beyond contractual obligation on various kinds of employee work-related outcomes in diverse cultural contexts. However, given the impacts of universal particularism, compared with leader-member exchange (LMX) emphasizing on-work professional capabilities from an equitable perspective, supervisor-subordinate guanxi (SSG) emphasizing off-work personal favors from an inequitable perspective is more likely to prompts undesirable work-related outcomes. Therefore, this report aims to discuss the possible influential mechanisms, boundary conditions, and behavioral consequences related to supervisor-subordinate guanxi. STUDY 1 distinguishes between LMX and SSG through an instrumental-based mechanism from an inequity perspective of over-reward. STUDY 2 clarifies both linear and curvilinear effects of distinct interactional patterns of SSG, and explores the possible intergroup attribution bias resulting from supervisory favorable ratings. | |||
