Zhu Yanting, Zhang Lihua, Guo Yungui
School of Labor and Human Resources, Renmin University of China, Beijing, China.
School of Business, Hunan University of Science and Technology, Xiangtan, China.
Front Psychol. 2021 Jul 23;12:618834. doi: 10.3389/fpsyg.2021.618834. eCollection 2021.
Drawing upon theoretical lenses of social cognitive theory, this study explores whether, when, why, and how the helping behaviors of team leaders influence individual work role performance of team members (in terms of individual task proficiency, task adaptivity, and task proactivity) through self-efficacy of team members. The consequences of different types of help of leaders are uncovered in this study. By proposing a cross-level moderated mediation model and using multisource and multistage data from 303 team members in 39 work teams, autonomy-oriented help of leaders was found to have a differential effect on individual work role performance of members the self-efficacy of the latter when controlling for dependency-oriented help of leaders. Moreover, the multilevel analysis of moderation uncovered that leader-member exchange relationship at the team level engendered a boundary condition for the mediating role of member self-efficacy in the relationship between autonomy-oriented help of leaders and individual work role performance of members in this model.
本研究借鉴社会认知理论的理论视角，探讨团队领导者的帮助行为是否、何时、为何以及如何通过团队成员的自我效能感影响团队成员的个人工作角色绩效（从个人任务熟练度、任务适应性和任务主动性方面）。本研究揭示了领导者不同类型帮助的后果。通过提出一个跨层次调节中介模型，并使用来自39个工作团队中303名团队成员的多源和多阶段数据，研究发现，在控制领导者的依赖导向型帮助时，领导者的自主导向型帮助对成员的个人工作角色绩效和后者的自我效能感有不同的影响。此外，调节的多层次分析发现，团队层面的领导-成员交换关系为该模型中成员自我效能感在领导者的自主导向型帮助与成员个人工作角色绩效之间的中介作用产生了一个边界条件。
