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变革型领导行为(Transformational Leadership)是近20年在领导行为研究方面应用最多、最广泛的领导方式之一。但是,关于变革型领导行为、领导的社会网络中心性和领导效能的关系却还未被证实。本研究提出两个竞争性模型来表述三者的关系,其一为前因—中介模型,另一为调节模型。以45个群体为研究对象,结果表明前因一中介模型未被支持,而调节模型得到支持:领导越能展现智力启发和支持型领导行为,领导的社会网络(情感网络与咨询网络)中心性与领导效能的正向关系将越强。本研究的重要贡献是推进了变革型领导行为、社会网络中心性与领导效能三者关系的研究。
Transformational Leadership is one of the most widely used and widely used leadership methods in leadership behavior research in the past 20 years. However, the relationship between transformational leadership behavior, the social network centeredness of leadership, and leadership effectiveness has not yet been confirmed. This study proposes two competing models to describe the relationship between the three, one of which is the antecedent-intermediary model and the other is the regulatory model. Taking 45 groups as the research object, the results show that the pre-existing mediation model is not supported, and the adjustment model is supported: the leader can show intelligence inspiration and supportive leadership behavior, and the leader’s social network (emotional network and consulting network) is central The positive relationship with leadership effectiveness will be stronger. The important contribution of this study is to advance the research on the relationship between transformational leadership behavior, social network centrality and leadership effectiveness.