心理学报2018，Vol.50Issue(2)：216-225,10.DOI:10.3724/SP.J.1041.2018.00216
做上司的"意中人":负担还是赋能?追随原型-特质匹配的双刃剑效应
Being a prototypic follower: Burdening or enabling? The paradoxical effect of followership prototype-trait match
摘要
Abstract
In recent years, a novel research topic, implicit followership theories, has infused the organizational behavior literature with new vitality. Implicit followership theories refer to the pre-existing personal assumptions about the traits that characterize a follower. Based on the valence of assumed follower traits, implicit followership theories are classified into two types, namely followership prototype and anti-prototype. In the leader-follower interaction process, leaders' followership prototypes can usually be activated, which in turn may compete with the followers' actual trait. In line with the results of implicit prototype-actual trait comparison, leaders will identify the ideal followers. According to the traditional viewpoints on implicit followership theories, prototypic followers whose actual traits match their leaders' followership prototype may experience a high level of well-being in the workplace. However, some scholars recently point out the potential dark side of being a prototypic follower, namely, the suffering of psychological fatigue. Based on the job demand-resource model, the present study aimed to reconcile the contradictory viewpoints mentioned above by proposing a dual process model wherein the congruence between leaders' followership prototype and followers' followership trait migh have a paradoxical effect on followers' well-being. Specifically, the present study hypothesized that beyond an enabling process of followership prototype-trait congruence (represented by the positive mediating effect of self-efficacy), there would be a burdening process (represented by the negative mediating effect of workload). To test our hypotheses, the current study conducted a multi-wave, multi-resource survey. At Time 1, we sent surveys to 204 voluntary leader-follower dyads, requiring leaders and followers to report their followership prototype and demography information. We obtained 171 surveys with effective responses. About two months later, we conducted the Time 2 survey, requiring leaders to rate their perceived workload of the focal followers and requiring followers to rate their self-efficacy, emotional exhaust, affective organizational commitment and job satisfaction. Eventually, we obtained 132 effective respondents. Based on the two-wave data, we conducted path analysis using Mplus 7.0. The results overall supported the contrasting notions, suggesting that followership prototype-trait match could enhance followers' self-efficacy and consequently well-being (i.e., high job satisfaction), while at the same time increased followers' workload, which in turn diminished followers' well-being (i.e., high emotional exhaust, low job satisfaction and affective commitment). These findings not only advance our understanding of the relationship between implicit followership theories and well-being, but also provide further inspiration for managerial practice.关键词
内隐追随/追随原型/追随特质/自我效能/工作负担/工作幸福感Key words
implicit followership theory/followership prototype/followership trait/self-efficacy/workload/well-being分类
社会科学引用本文复制引用
彭坚,王震..做上司的"意中人":负担还是赋能?追随原型-特质匹配的双刃剑效应[J].心理学报,2018,50(2):216-225,10.基金项目
广州大学人才引进科研启动项目(2700050336)、国家自然科学基金项目(71302129和71772193)、教育部人文社科基金青年项目(17YJC630195). （2700050336）
