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Social Comparison Processes and Leadership in Organizations

组织中的社会比较过程和领导力

基本信息

批准号：
288207912
负责人：
Professor Christian Tröster, Ph.D.
金额：
--
依托单位：
Department of Organisation and Personnel Management
依托单位国家：
德国
项目类别：
Research Grants
财政年份：
2015
资助国家：
德国
起止时间：
2014-12-31 至 2019-12-31
项目状态：
已结题

来源：
https://gepris.dfg.de/gepris/projekt/288207912?language=en
关键词：
Social Comparison Processes Leadership Organizations

项目摘要

The leader treatment that employees experience has important effects on employee behavior and organizational performance. But how do employees judge how well their leader treats them? There is growing evidence that employees compare their leader treatment to the leader treatment that their coworkers receive. If they are treated better they judge their relationship with their leaders as of high quality, feel more positively about themselves, and are more willing to exert effort on behalf of the organizations. These findings have fundamental consequences for existing leadership theories. Indeed, the existing leadership social comparison research could explain variance in employees work behavior above and beyond the traditional leadership theories. However, these findings also point to a leadership dilemma. If employees are only willing to exert extra effort if other coworkers are treated less well by the leader it is virtually impossible for leaders to avoid that those how are treated less well exert less effort. And if leaders treat everyone equally well, there might be no employee who is motivated to go the extra mile. This proposal seeks to investigate the motivational processes behind leadership social comparisons to inform leaders how to avoid the costs of leadership social comparisons and reap its benefits. For this purpose, three studies are proposed. The first study will investigate equity concerns in leadership social comparisons and test if differences in leader treatment can be framed as fair if leaders treat their employees according to their relative performance. The second study will investigate leadership social comparisons in diverse teams. Theoretically, social comparison concerns should be stronger for minority group members in diverse teams. Finally, we will investigate whether employees comparisons with coworkers who are treated better by their leader can also motivate extra effort in an attempt to gain the leader s approval. In sum, these studies have the potential to help this young but promising field to theoretically mature and provide leaders with important insights how to lead their employees and advance their organizations.

员工所经历的领导待遇对员工行为和组织绩效有重要影响。但是员工如何判断他们的领导对他们有多好呢？越来越多的证据表明，员工会将自己受到的领导待遇与同事受到的领导待遇进行比较。如果他们受到更好的对待，他们会认为自己与领导的关系是高质量的，对自己的感觉更积极，更愿意为组织付出努力。这些发现对现有的领导力理论产生了根本性的影响。事实上，现有的领导社会比较研究可以超越传统的领导理论来解释员工工作行为的差异。然而，这些发现也指出了一个领导困境。如果员工只有在其他同事受到领导不那么好的待遇时才愿意付出额外的努力，那么领导者几乎不可能避免那些受到不那么好的待遇的同事付出更少的努力。如果领导对每个人都一样好，可能就没有员工有动力去多做一些事情。本提案旨在调查领导社会比较背后的动机过程，以告知领导者如何避免领导社会比较的成本并获得其收益。为此，提出了三项研究。第一项研究将调查领导社会比较中的公平问题，并测试如果领导者根据员工的相对表现对待员工，那么领导者对待员工的差异是否可以被视为公平。第二项研究将调查不同团队中的领导社会比较。从理论上讲，在不同的团队中，对少数群体成员的社会比较关注应该更强。最后，我们将调查员工与被领导更好对待的同事的比较是否也会激励员工做出额外的努力，以获得领导的认可。总之，这些研究有可能帮助这个年轻但有前途的领域在理论上成熟，并为领导者提供如何领导员工和推动组织发展的重要见解。