doi:

DOI: 10.3724/SP.J.1042.2018.01319

Advances in Psychological Science (心理科学进展) 2018/26:7 PP.1319-1330

Effects and mechanisms of paternalistic leadership on multilevel creativity


Abstract:
As a style with Chinese cultural characteristics, paternalistic leadership has significant influences on multi-level creativity. Based on the previous empirical research, the paper not only examines direct relationships between paternalistic leadership, its dimensions and multi-level creativity, but also expounds their interactive effects, moderating effects and internal mechanisms. The paper develops a model of "mechanisms of paternalistic leadership's effects on both employee and team creativity", and proposes that the effect of paternalistic leadership on employee creativity is moderated by workplace situational and individual difference, also mediated by psychological cognition and social relationships, while its influence on team creativity is mediated by team cognition and team interaction. Future research should strive to expand the levels of research, enrich research methods, and further explore the mechanisms of paternalistic leadership on multi-level creativity from a cross-cultural perspective.

Key words:paternalistic leadership,employee creativity,team creativity

ReleaseDate:2018-08-06 13:54:56



常涛, 刘智强, 景保峰. (2016). 家长式领导与团队创造力:基于三元理论的新发现. 研究与发展管理, 28(1), 62-72.

陈璐, 高昂, 杨百寅, 井润田. (2013). 家长式领导对高层管理团队成员创造力的作用机制研究. 管理学报, 10(6), 831-838.

樊景立, 郑伯埙. (2000). 华人组织的家长式领导:一项文化观点的分析. 本土心理学研究, (13), 126-180.

傅晓, 李忆, 司有和. (2012). 家长式领导对创新的影响:一个整合模型. 南开管理评论, 15(2), 121-127.

高昂. (2013). 华人组织中家长式领导有效性研究 (博士学位论文). 清华大学, 北京.

葛伯彰. (2013). 家长式领导对组织创造力的影响及其机制研究 (硕士学位论文). 浙江大学, 杭州.

蒋琬, 顾琴轩. (2015). 仁慈型领导如何激发员工创造力?——社会认同与社会交换整合视角. 北京理工大学学报:社会科学版, 17(1), 70-77.

李超平, 田宝, 时勘. (2006). 变革型领导与员工工作态度:心理授权的中介作用. 心理学报, 38(2), 297-307.

李忆, 桂婉璐, 刘曜. (2014). 家长式领导对双元创新的影响:与企业战略匹配. 华东经济管理, 28(1), 113-118.

吕洁, 张钢. (2013). 团队认知的涌现:基于集体信息加工的视角. 心理科学进展, 21(12), 2214-2223.

石冠峰, 李琨. (2014). 威权领导、仁慈领导对团队创造 力——一个有中介的交互效应模型检验. 贵州财经大学学报, 32(5), 53-61.

宋继文, 孙志强, 孟慧. (2009). 变革型领导的中介变量:一个整合的视角. 心理科学进展, 17(1), 147-157.

魏蕾, 时勘. (2010). 家长式领导与员工工作投入:心理授权的中介作用. 心理与行为研究, 8(2), 88-93.

许彦妮, 顾琴轩, 蒋琬. (2014). 德行领导对员工创造力和工作绩效的影响:基于LMX理论的实证研究. 管理评论, 26(2), 139-147.

张银, 李燕萍. (2011). 领导风格、心理授权与员工创造力:基于中国电力行业的实证研究. 科技进步与对策, 28(21), 140-146.

赵新宇, 曹春辉, 席酉民. (2014). 文化视角下领导研究的回顾与展望. 管理学报, 11(10), 1559-1568.

郑伯埙, 周丽芳, 黄敏萍, 樊景立, 彭泗清. (2003). 家长式领导的三元模式:中国大陆企业组织的证据. 本土心理学研究, (20), 209-252.

周浩, 龙立荣. (2007). 家长式领导与组织公正感的关系. 心理学报, 39(5), 909-917.

邹文篪, 刘佳. (2011). 团队中的"我为人人, 人人为我"——团队-成员交换研究述评. 心理科学进展, 19(8), 1193-1204.

Ahlstrom, D., Chen, S. J., & Yeh, K. S. (2010). Managing in ethnic Chinese communities:Culture, institutions, and context. Asia Pacific Journal of Management, 27, 341-354.

Allen, S. L., Smith, J. E., & Da Silva, N. (2013). Leadership style in relation to organizational change and organizational creativity:Perceptions from nonprofit organizational members. Nonprofit Management & Leadership, 24(1), 23-42.

Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior (pp. 123-167). Greenwich, CT:JAI Press.

Amabile, T. M. (1996). Creativity in context:Update to "The social psychology of creativity". Boulder, CO:Westview Press.

Antonakis, J., & Atwater, L. (2002). Leader distance:A review and a proposed theory. The Leadership Quarterly, 13(6), 673-704.

Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision:Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201.

Aycan, Z. (2006). Paternalism:Towards conceptual refinement and operationalization. In U. Kim, K. S. Yang, & K. K. Hwang (Eds.), Indigenous and cultural psychology:Understanding people in context (pp. 445-466). US:Springer.

Bartol, K. M., Liu, W., Zeng, X. Q., & Wu, K. L. (2009). Social exchange and knowledge sharing among knowledge workers:The moderating role of perceived job security. Management and Organization Review, 5(2), 223-240.

Breaugh, J. A. (1985). The measurement of work autonomy. Human Relations, 38(6), 551-570.

Carmeli, A., & Paulus, P. B. (2015). CEO ideational facilitation leadership and team creativity:The mediating role of knowledge sharing. The Journal of Creative Behavior, 49(1), 53-75.

Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders:Authoritarianism, benevolence, subordinates' organization-based self-esteem, and performance. Journal of Organizational Behavior, 34(1), 108-128.

Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. (2014). Affective trust in Chinese leaders:Linking paternalistic leadership to employee performance. Journal of Management, 40(3), 796-819.

Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses:Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117.

Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580-590.

Dedahanov, A. T., Lee, D. H., Rhee, J., & Yoon, J. (2016). Entrepreneur's paternalistic leadership style and creativity:The mediating role of employee voice. Management Decision, 54(9), 2310-2324.

Farh, J. L., Liang. J., Chou. L. F., & Cheng, B. S. (2008). Paternalistic leadership in Chinese organizations:Research progress and future research directions. In C. C. Chen & Y. T. Lee (Eds.), Leadership and management in China:Philosophies, theories, and practices (pp. 171-205). London:Cambridge University Press.

Farmer, S. M., Tierney, P., & Kung-McIntyre, K. (2003). Employee creativity in Taiwan:An application of role identity theory. Academy of Management Journal, 46(5), 618-630.

Gibson, C. B., & Earley, P. C. (2007). Collective cognition in action:Accumulation, interaction, examination, and accommodation in the development and operation of group efficacy beliefs in the workplace. Academy of Management Review, 32(2), 438-458.

Goncalo, J. A., & Duguid, M. M. (2012). Follow the crowd in a new direction:When conformity pressure facilitates group creativity (and when it does not). Organizational Behavior and Human Decision Processes, 118(1), 14-23.

Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership:Development of leader-member exchange (LMX) theory of leadership over 25 years:Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.

Graf, M. M., Schuh, S. C., van Quaquebeke, N., & van Dick, R. (2012). The relationship between leaders' group-oriented values and follower identification with and endorsement of leaders:The moderating role of leaders' group membership. Journal of Business Ethics, 106(3), 301-311.

Gu, Q. X., Tang, T. L. P., & Jiang, W. (2015). Does moral leadership enhance employee creativity? Employee identification with leader and leader-member exchange (LMX) in the Chinese context. Journal of Business Ethics, 126(3), 513-529.

He, Y. Q., Ding, X. H., & Yang, K. P. (2014). Unpacking the relationships between conflicts and team innovation:Empirical evidence from China. Management Decision, 52(8), 1533-1548.

Hu, N., Chen, Z., Gu, J. B., Huang, S. L., & Liu, H. F. (2017). Conflict and creativity in inter-organizational teams:The moderating role of shared leadership. International Journal of Conflict Management, 28(1), 74-102.

Kim, M., & Shin, Y. (2015). Collective efficacy as a mediator between cooperative group norms and group positive affect and team creativity. Asia Pacific Journal of Management, 32(3), 693-716.

Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal, 55(5), 1187-1212.

McCall, G., & Simmons, J. L. (1978). Identities and interaction. New York:Free Press.

Morgeson, F. P., Mitchell, T. R., & Liu, D. (2015). Event system theory:An event-oriented approach to the organizational sciences. Academy of Management Review, 40(4), 515-537.

Müller, A., Herbig, B., & Petrovic, K. (2009). The explication of implicit team knowledge and its supporting effect on team processes and technical innovations:An action regulation perspective on team reflexivity. Small Group Research, 40(1), 28-51.

Niu, C. P., Wang, A. C., & Cheng, B. S. (2009). Effectiveness of a moral and benevolent leader:Probing the interactions of the dimensions of paternalistic leadership. Asian Journal of Social Psychology, 12(1), 32-39.

Oldham, G. R. (2003). Stimulating and supporting creativity in organizations. In S. E. Jackson, M. A. Hitt, & A. S. DeNisi (Eds.), Managing knowledge for sustained competitive advantage (pp. 243-273). San Francisco:Jossey-Bass.

Oldham, G. R., & Cummings, A. (1996). Employee creativity:Personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634.

Qu, R. J., Janssen, O., & Shi, K. (2017). Leader-member exchange and follower creativity:The moderating roles of leader and follower expectations for creativity. The International Journal of Human Resource Management, 28(4), 603-626.

Reiter-Palmon, R., & Illies, J. J. (2004). Leadership and creativity:Understanding leadership from a creative problem-solving perspective. The Leadership Quarterly, 15(1), 55-77.

Riley, A., & Burke, P. J. (1995). Identities and self-verification in the small group. Social Psychology Quarterly, 58(2), 61-73.

Schippers, M. C., West, M. A., & Dawson, J. F. (2015). Team reflexivity and innovation:The moderating role of team context. Journal of Management, 41(3), 769-788.

Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior:A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.

Shalley, C. E. (1995). Effects of coaction, expected evaluation, and goal setting on creativity and productivity. Academy of Management Journal, 38(2), 483-503.

Spreitzer, G. M. (1995). Psychological empowerment in the workplace:Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.

Tang, C. Y., & Naumann, S. E. (2016). Team diversity, mood, and team creativity:The role of team knowledge sharing in Chinese R & D teams. Journal of Management & Organization, 22(3), 420-434.

Tierney, P., & Farmer, S. M. (2002). Creative self-efficacy:Its potential antecedents and relationship to creative performance. Academy of Management Journal, 45(6), 1137-1148.

Tierney, P., & Farmer, S. M. (2011). Creative self-efficacy development and creative performance over time. Journal of Applied Psychology, 96(2), 277-293.

Walumbwa, F. O., & Hartnell, C. A. (2011). Understanding transformational leadership-employee performance links:The role of relational identification and self-efficacy. Journal of Occupational and Organizational Psychology, 84(1), 153-172.

Wang, A. C., & Cheng, B. S. (2010). When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy. Journal of Organizational Behavior, 31(1), 106-121.

Wang, P., & Rode, J. C. (2010). Transformational leadership and follower creativity:The moderating effects of identification with leader and organizational climate. Human Relations, 63(8), 1105-1128.

Wayne, S. J., Hoobler, J., Marinova, S. V., & Johnson, M. M. (2008). Abusive behavior:Trickle-down effects beyond the dyad. Academy of Management Proceedings, 1, 1-6.

West, M. A. (1996). Reflexivity and work group effectiveness:A conceptual integration. In M. A. West (Ed.), Handbook of work group psychology (pp. 555-579). Chichester, UK:Wiley.

Wood, J. T. (2005). Communication in our lives. Belmont, CA:Thomson Wadsworth.

Wu, M. (2012). Moral leadership and work performance:Testing the mediating and interaction effects in China. Chinese Management Studies, 6(2), 284-299.

Zhang, A. Y., Tsui, A. S., & Wang, D. X. (2011). Leadership behaviors and group creativity in Chinese organizations:The role of group processes. The Leadership Quarterly, 22(5), 851-862.

Zhang, X. M., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity:The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107-128.

Zhou, J. (2006). A model of paternalistic organizational control and group creativity. In Y.-R. Chen (Ed.), National culture and groups (pp. 75-94). Emerald Group Publishing Limited.