没有追随者就无所谓领导者，新员工形成不了追随力组织就会失去持续发展的动力。然而，新员工追随力是怎样产生、发展和变化的，以及该如何培养，至今尚未得到有效解决。本项目：（1）基于对偶心理定位，构建了领导-追随行为互动对新员工追随力的作用机制模型，通过多案例研究揭示领导者-新员工互动的过程规律，完善理论模型并为实证研究和结论提炼提供案例支撑；（2）依据"专业能力"和"信任关系"，设计出四种心理定位情境，通过准实验研究验证领导者心理定位与授权、防御、栽培、威权领导行为的对应关系，以及新员工心理定位与学习、消极、模范、疏离追随行为的对应关系；（3）通过追踪问卷调查检验领导-追随行为互动与双向认同，双向认同与心理赋能、前瞻性行为以及新员工追随力之间的关系，从而全景展现领导-追随行为互动对新员工追随力的动态影响。在此基础上，总结和提炼对策建议，为组织进行新员工追随力的动态管理提供理论指导和实践指南。

No followers, there will not be leaders. If the newcomers cannot improve their followership, organization will lose momentum for sustainable development. However, how to generate, develop and train newcomers' followership has not been solved effectively until now. Therefore, this project attempts to deal with the following issues: (1)From the perspective of dyadic psychological positioning, we construct the mechanism model which reflects the impact of leader-follower interaction on newcomers' followership. Through a series of multiple case studies, we explore the interaction process between the leaders and the newcomers. This can provide us more clues to improve the theoretical model, supply more supports for the empirical research and the conclusion; (2)According to "professional competence" and "trust relationship", we design four kinds of psychological positioning context. Then we test the correspondent relationship between leader psychological positioning and leadership behavior including authorized, defensive, cultivated and authoritarian behavior by method of the quasi-experimental research. At the same time, we also test the correspondent relationship between newcomers psychological positioning and followership behavior including learning, negative, exemplary, and alienated behavior; (3)By tracking survey of the questionnaire, we examine the influence of leader-follower interaction on two-way identification, the relationship among two-way identification, psychological empowerment, proactive behavior and newcomers' followership, so as to fully reveal the dynamic influence of leader-follower interaction on newcomers' followership. On this basis, we summarize and refine suggestions to provide theoretical and practical guidance for the organizations to carry out the dynamic management of newcomers' followership.