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基于社会学习理论和社会交换理论,本研究探讨了谦卑领导对员工反馈寻求行为的影响机制,以及团队心智模型在其中发挥的调节作用。通过277组调查数据的实证研究发现:谦卑型领导通过LMX和团队心理安全对员工反馈寻求行为具有正向预测作用;LMX和员工感知到的团队心理安全在谦卑型领导与员工反馈寻求行为之间起连续中介作用;团队心智模型对团队心理安全与员工反馈寻求行为之间的关系具有显著调节作用,即当员工感知到团队心智模型构建越完善,团队心理安全对员工反馈寻求行为的积极作用越强烈。
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基本信息:
DOI:10.15981/j.cnki.dongyueluncong.2017.09.022
中图分类号:F272.92
引用信息:
[1]齐蕾,邢讷,刘冰.“上有所好,下必甚焉?”——谦卑领导对员工反馈寻求行为影响机制[J].东岳论丛,2017,38(09):167-176.DOI:10.15981/j.cnki.dongyueluncong.2017.09.022.
基金信息:
国家社科基金项目(项目编号14BGL073); 山东大学人文社科青年团队项目
2017-09-01
2017-09-01
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