领导话题是组织管理研究者与实务人士共同关注的热点领域。近年已有研究者开始从领导者-追随者互动视角出发，通过整合身份和领导两个领域的研究成果，尝试探讨领导者-追随者对偶双方在与对方互动过程中所展示出来的契合各自关系身份的行为，以及此类互动行为对领导有效性的影响等问题。.本项目延续这方面的努力，紧密结合中国本土企业情境，提出领导者-追随者身份管理的初步构念，并对上司的领导者身份管理和下属的追随者身份管理这两个互动范畴进行界定。在此基础上，采取归纳研究途径分别构建这两个互动范畴的结构模型和测量工具，然后采用问卷调查和情境实验另种方法收集数据，探讨传统性对这两个范畴及其关系的影响，重点构建并检验这两个互动范畴分别和交互地影响领导有效性的理论框架。研究结果有助于从理论上解释上司-下属对偶可能如何共同地决定领导有效性，也有望在实践方面为企业有效管理上司的领导者身份管理和下属的追随者身份管理提供科学指导

Leadership is one of the hot spots which have attracted both the attentions of researchers and practitioners in the field of organization management. There are some scholars have adopted a leader-follower interaction perspective, so as to investigate the bilateral interaction behaviors, which leader-follower dyad display according to their relational identity respectively, as well as the effects of these interaction behaviors on leadership effectiveness by integrating identity literature and leadership literature. .This project attempts to continue such an effort. It will propose a preliminary construct named leader-follower identity management based on the context of Chinese indigenous enterprises profoundly. And then it will also suggest corresponding definitions for supervisor’s leader identity management and subordinate’s follower identity management, which are the two interacting domains in the aforementioned concept. After that, this project will explore the content structure of supervisor’s leader identity management and subordinate’s follower identity management by applying inductive approach and develop corresponding scales. Afterwards, this project will investigate the influences of individual traditionality on supervisor’s leader identity management and subordinate’s follower identity management as well as their relationship. As one of the most important tasks, this project will build and test a framework which theorizes the impacts of supervisor’s leader identity management and subordinate’s follower identity management on leadership effectiveness, respectively and interactively. The results of this project are not only helpful for explaining how supervisor-subordinate dyad can mutually determine leadership effectiveness theoretically, but also able to offer enterprises some scientific guidance on effectively managing supervisor’s leader identity management and subordinate’s follower identity management in practice..