魅力领导的两面性——组织中公权与私权魅力领导的追踪研究

结题报告

项目介绍

AI项目解读

基本信息

批准号：
71672036
项目类别：
面上项目
资助金额：
48.0万
负责人：
刘小禹
依托单位：
对外经济贸易大学
学科分类：
G0202.企业理论
结题年份：
2020
批准年份：
2016
项目状态：
已结题
起止时间：
2017-01-01 至2020-12-31

项目参与者：
Jone L. Pearce；卢苏；黄鸣鹏；李文东；王亮；张思雪；薛飞；白霄；
关键词：
权力动机私权公权追踪研究魅力领导

项目摘要

Charismatic-transformational leadership is one of the most actively studied areas of leadership in the last 30 years. Researchers had tendency to beautify Charismatic-transformational leadership, which was regarded as the most effective form of leadership. Actually, there is “dark side” of Charismatic leadership, which may harm the subordinates and organizations in the long run. Though a few well-known leadership scholars called for attention on the distinguishment between socialized and personalized Charismatic leadership, few empirical attention has been paid. This study based on the Charismatic-transformational leadership theory and power motivation theory, investigates the two faces of Charismatic leadership-socialized and personalized leadership in the Chinese context, including their respective classic behaviors, influence factors, influence process, outcomes and boundary conditions with research methods of literature anlysis, case study, longitudinal study and experiment study. The study aims to develop socialized and personalized Charismatic leadership theory, build better understanding of Charismatic leadership, and contribute to the training, selection and succession of leaders in organizations.

结项摘要

近30年来魅力/变革型领导理论一直是最活跃的领导研究领域之一，理论界有美化魅力/变革型领导的倾向，将其作为“有效领导”的代名词。但须警惕的是，魅力领导存在阴暗面，如果被放大则会对组织和下属的长远发展构成危害。尽管有国外少数几位知名领导学家呼吁对公/私权魅力领导的区分，但仍然没有引起重视。本研究主要立足于魅力/变革型领导理论和权力动机理论，通过文献研究、案例研究，结合问卷追踪研究和实验研究，在中国文化背景下研究魅力领导的两面性——公权魅力领导和私权魅力领导。本研究探索了公/私权魅力领导的典型行为特征，在此基础上，开发测量公/私权魅力领导行为的量表；研究了公/私权魅力领导的影响因素，例如领导者的公/私权力动机、自恋型人格、谦逊、自我提升和自我超越的价值观、企业环境等对公/私权魅力领导形成的影响；研究了公/私权魅力领导的社会影响过程以及下属特征和环境特征在这一过程中的边界作用；从个体和组织两个层面入手，深入研究了公/私权魅力领导的有效性；探索了公/私权魅力领导与特定情境要素的匹配属性，重点考察了环境动荡性和相互制衡制度对公/私权魅力领导有效性的影响。本研究对于构筑对魅力领导的正确认识，对公/私权魅力领导理论的完整构建，进一步发展和完善魅力/变革型领导和权力理论，继而对建立健全组织领导人才的培养、选拔和继任机制有所贡献。