Wanted: Self-doubting employees-Managers scoring positively on impostorism favor insecure employees in task delegation
Wanted: Self-doubting employees-Managers scoring positively on impostorism favor insecure employees in task delegation
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DOI：
10.1016/j.paid.2015.07.002
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发表时间：
2015-11-01
影响因子：
4.3
通讯作者：
Bechtoldt, Myriam N.
中科院分区：
文献类型：
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作者：
Bechtoldt, Myriam N.
掠夺主义指的是那些在工作中取得成功，但相对于工作要求怀疑自己能力的人。本研究分析了遗弃对这些个体的领导行为的影响程度。领导力的一个核心组成部分是任务委派，意味着授权员工承担或多或少具有挑战性的项目。在一项Vignette研究中，N=190名经理将常规任务和挑战性任务分配给据称对自己的工作相关能力拥有不同程度自信的员工。管理者对自己的能力持有负面的自我看法，并认为自己是工作中的冒名顶替者，他们更喜欢将具有挑战性和例行公事的任务委托给自我观点与经理相似的员工。这项研究清楚地表明，管理者的自我信念会使他们的任务委派决策产生偏差。(C)2015爱思唯尔有限公司。保留所有权利。
Impostorism denotes individuals who are successful in their jobs but who doubt their abilities relative to the demands of their jobs. This study analyzes to what extent impostorism affects leadership behavior of these individuals. A core component of leadership is task delegation, implying the empowerment of employees to take responsibility for more or less challenging projects. In a vignette study, N = 190 managers assigned both routine and challenging tasks to employees who allegedly possessed varying levels of self-confidence regarding their job-related abilities. Managers holding negative self-views of their own abilities and perceiving themselves as impostors in their jobs, preferred to delegate both challenging and routine tasks to employees whose self-views resembled those of the managers. This study clearly shows that managers' self-beliefs bias their task delegation decisions. (C) 2015 Elsevier Ltd. All rights reserved.