文献类型：期刊文献

中文题名：CEO变革型领导行为、组织认同与组织惯例更新:集体主义倾向的调节效应

英文题名：Research on CEO’s Transformational Leadership, Organizational Identity and Organizational Routine Updating: Based on the Collectivism Tendency

作者：王永伟[1];吴湘繁[2];叶锦华[1];刘雨展[1]

第一作者：王永伟

机构：[1]河南财经政法大学工商管理学院,郑州450046;[2]新疆财经大学工商管理学院,乌鲁木齐830012

第一机构：河南财经政法大学工商管理学院

年份：2023

卷号：35

期号：1

起止页码：209-221

中文期刊名：管理评论

外文期刊名：Management Review

收录：CSTPCD;;国家哲学社会科学学术期刊数据库;北大核心:【北大核心2020】；

基金：国家自然科学基金地区项目(72162032);国家社会科学基金项目(21BSH112);2017年度河南财经政法大学青年拔尖人才资助计划(Young Talents Fund Of HUEL);2019年度校级国家重点项目培育项目;2021年度河南省高校科技创新人才支持计划(人文社科类)(2021-CX-041);河南省哲学社会科学项目(2021BJJ008);新疆社会科学基金项目(22VZX017)。

语种：中文

中文关键词：CEO变革型领导行为;组织认同;组织惯例更新;集体主义倾向

外文关键词：CEO’s transformational leadership behavior;organizational identity;collectivism tendency;organizational routines updating

摘要：数字化时代,组织惯例更新是企业数字化转型,获取竞争优势的基础,也是组织惯例理论和管理实践关注的焦点。基于社会认同理论,本文以中高层管理者为研究对象,探讨CEO变革型领导行为影响组织惯例更新的机制和情境。通过统计软件SPSS和AMOS对203份高管团队及中层管理者匹配的数据分析发现:CEO变革型领导行为对中层管理者组织认同和组织惯例更新具有正向影响作用,中层管理者组织认同在CEO变革型领导行为与组织惯例更新的关系间起到中介作用。中层管理者集体主义倾向不仅调节了组织认同与组织惯例更新之间的关系,还进一步调节了组织认同在CEO变革型领导行为与组织惯例更新之间关系中的中介效用,即中层管理者集体主义倾向越低,CEO变革型领导行为通过组织认同对组织惯例更新的间接影响作用越强。研究结论有利于深入探讨CEO变革型领导行为影响组织惯例更新的中介机制和情境,并有效指导企业的组织惯例更新实践。
In the digital era, organizational routines updating is an important source for enterprises to achieve strategic transformation and obtain sustainable competitive advantages. It is also the focus of organizational routine updating and management practice. Based on the theory of social identification, this paper explores the mechanism and context in which CEO’s transformational leadership behavior influences the updating of organizational routines. Through the analysis of 203 matching data of senior management teams and middle managers by statistical software SPSS and AMOS, this paper finds that CEO transformational leadership behavior has a positive effect on organizational identity and organizational routine updating, and organizational identity plays a mediating role in the relationship between CEO transformational leadership behavior and organizational routine updating. And collectivism tendency not only adjusts the relationship between organizational identity and organizational routine updating, but also further regulates the mediating role of organizational identification in the relationship between CEO transformational leadership behavior and organizational routine updating. To be specific, when the collectivism tendency is lower, the impact of CEO’s transformational leadership behavior on organizational routine updating through organization identification will be more indirect. The conclusions of this study will help scholars to understand the potential intermediate mechanism and boundary conditions of the impact of CEO transformational leadership behavior on the renewal of organizational routines, and effectively guide the practice of the organizational routine updating.