Carrot or Stick? The Role of In-Group/Out-Group on the Multilevel Relationship Between Authoritarian and Differential Leadership and Employee Turnover Intention
Carrot or Stick? The Role of In-Group/Out-Group on the Multilevel Relationship Between Authoritarian and Differential Leadership and Employee Turnover Intention
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胡萝卜还是大棒？
DOI：
10.1007/s10551-016-3299-z
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发表时间：
--
影响因子：
6.1
通讯作者：
王颂
中科院分区：
文献类型：
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作者：
王磊;郑孟育;王颂
本研究的目的是建立一个整合模型，将权威领导（个体层面）和差异领导（团队层面）对员工离职倾向的影响联系起来，并进一步探讨内群体/外群体在上述关系中的调节作用。本研究以来自中国大陆和台湾地区的87个团队的624名主管-下属为样本。研究发现，在个体层面上，权威领导与员工离职倾向存在显著正相关，且当下属是内群体成员（而非外群体成员）时，这种关系会得到加强。通过分层线性模型分析，发现差异化领导与员工离职倾向呈负相关，并受到团队内均值度和团队内组内/组外方差度的显著调节。最后讨论了论文的贡献、局限性和未来的研究方向。
The aim of this study is to develop an integrative model linking the effect of authoritarian leadership (at the individual level) and differential leadership (at the team level) on employee turnover intention, and further explore the moderating role of the in-group/out-group on the above-mentioned relationships. We collected a sample of 624 supervisor–subordinate dyads from 87 teams in Mainland China and Taiwan. We find that, at the individual level, authoritarian leadership is positively related with employee turnover intention, and the relationship will be enhanced especially when the subordinate is an in-group member (rather than an out-group member). Through hierarchical linear modeling analysis, we find a negative relationship between differential leadership and employee turnover intention, significantly moderated by the within-team mean degree and the within-team variance degree of in-group/out-group. Contributions, limitations, and future research directions are discussed.