暨南学报(哲学社会科学版)

作者：李爱梅,肖晨洁

单位：暨南大学管理学院教授,博士生导师。肖晨洁,暨南大学管理学院博士生。

关键词：真诚型领导,员工合作行为,组织公平

基金：国家自然科学基金面上项目“‘时间贫穷’对跨期决策和前瞻行为的影响及机制研究”(批准号:71571087);广东省自然科学基金重大项目“互联网环境下的信息超载对决策行为的影响机理及脑神经机制研究”(批准号:2017A030308013)。

知识经济时代,企业员工的身心压力越来越大,在组织中为了维护自身利益而带来的显性或隐性冲突越来越多。因此,如何有效应对组织冲突,是当前管理学研究和实践中所关注的重要管理议题。本文聚焦真诚型领导对冲突情境下员工合作行为所起的作用,同时探讨组织公平的中介效应。研究发现:在冲突情境下,(1)真诚型领导能够促进员工的整合、迁就和折中等合作行为,且组织公平起中介作用;(2)组织公平的中介作用具体体现在:真诚型领导通过促进分配公平进一步促进员工迁就行为,通过促进程序公平进一步促进员工整合行为和折中行为,通过促进互动公平进一步促进员工整合行为。研究表明,引导员工和谐应对组织冲突,需要塑造领导者的真诚作风和组织环境的公平氛围,同时可以根据需要有侧重点地营造不同类型的组织公平。"/>template{display:none;}.mag-rich-xref-fn { cursor: pointer;}//长视频$(document).ready(function(){if($("#showLongArticleVideo") && $("#showLongArticleVideo").length && $("#showLongArticleVideo").length>0){mag_ajax_update({ele_id:'showLongArticleVideo',url:mag_currentQikanUrl() + "/CN/article/showLongArticleVideo.do?id="+$("#articleId").val()});}});$(document).ready(function(){window.metaData = {"journal":{"issn":"1000-5072","qiKanMingCheng_CN":"暨南学报（哲学社会科学版）","id":2,"qiKanMingCheng_EN":"Jinan Journal"},"fundList_cn":["国家自然科学基金面上项目“‘时间贫穷’对跨期决策和前瞻行为的影响及机制研究”(批准号:71571087);广东省自然科学基金重大项目“互联网环境下的信息超载对决策行为的影响机理及脑神经机制研究”(批准号:2017A030308013)。"],"article":{"keywordList_cn":["员工合作行为","真诚型领导","组织公平"],"juan":"40","zhaiyao_cn":"知识经济时代,企业员工的身心压力越来越大,在组织中为了维护自身利益而带来的显性或隐性冲突越来越多。因此,如何有效应对组织冲突,是当前管理学研究和实践中所关注的重要管理议题。本文聚焦真诚型领导对冲突情境下员工合作行为所起的作用,同时探讨组织公平的中介效应。研究发现:在冲突情境下,(1)真诚型领导能够促进员工的整合、迁就和折中等合作行为,且组织公平起中介作用;(2)组织公平的中介作用具体体现在:真诚型领导通过促进分配公平进一步促进员工迁就行为,通过促进程序公平进一步促进员工整合行为和折中行为,通过促进互动公平进一步促进员工整合行为。研究表明,引导员工和谐应对组织冲突,需要塑造领导者的真诚作风和组织环境的公平氛围,同时可以根据需要有侧重点地营造不同类型的组织公平。","endNoteUrl_en":"https://jnxb.jnu.edu.cn/skb/EN/article/getTxtFile.do?fileType=EndNote&id=6121","reference":"","bibtexUrl_cn":"https://jnxb.jnu.edu.cn/skb/CN/article/getTxtFile.do?fileType=BibTeX&id=6121","abstractUrl_en":"https://jnxb.jnu.edu.cn/skb/EN/Y2018/V40/I8/1","qi":"8","id":6121,"nian":2018,"bianHao":"2018-8-1","zuoZheEn_L":"LI Aimei, XIAO Chenjie","juanUrl_en":"https://jnxb.jnu.edu.cn/skb/EN/Y2018","shouCiFaBuRiQi":"2018-07-17","qiShiYe":"1","qiUrl_cn":"https://jnxb.jnu.edu.cn/skb/CN/Y2018/V40/I8","lanMu_cn":"经济·管理","pdfSize":"676","zuoZhe_CN":"李爱梅,肖晨洁","risUrl_cn":"https://jnxb.jnu.edu.cn/skb/CN/article/getTxtFile.do?fileType=Ris&id=6121","title_cn":"化干戈为玉帛:真诚型领导促进冲突情境下的员工合作行为","jieShuYe":"12","keywordList_en":["Authentic leadership","Organizational justice","the employee’s cooperative behavior"],"endNoteUrl_cn":"https://jnxb.jnu.edu.cn/skb/CN/article/getTxtFile.do?fileType=EndNote&id=6121","zhaiyao_en":"In an era of knowledge economy, the employees are becoming more and more stressed and conflict situationsin workplace have become more and more frequent in recent years.Therefore, how to effectively deal with the conflicts in different organizations is an important issueon management in current research and practice.This paper focuses on the role of authentic leadership in employee’s cooperative behavior in conflict situationsand explores the mediating effect of organizational justice.The study has found that: 1) Authentic leadership can promote the employee’s cooperative behavior, including integration, accommodationand compromise, and organizational fairness acts as an intermediary; 2) the intermediary role of organizational fairness is embodied in: Authentic leadership promotes fairness distribution for the further enhancement of employee accommodating behavior;it promotes procedural fairness to further realize the employee’s integration behavior and compromise behavior; and it promotes interaction equity to further cultivate employee’s integration behavior. 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来源：2018年第8期

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