School of Political Science and Public Administration, Huaqiao University, Quanzhou 362021, China.
School of Business, East China University of Science and Technology, Shanghai 200237, China.
Int J Environ Res Public Health. 2022 Dec 30;20(1):707. doi: 10.3390/ijerph20010707.
We developed and tested a moderated mediation model of the relationship between authoritarian leadership and employees' task performance as well as their affective organizational commitment. Analyses of multilevel, multisource, and three-wave data from 99 supervisors and 341 subordinates showed that leader effectiveness evaluations mediated the time-lagged relationship of authoritarian leadership with employees' task performance and affective organizational commitment. Moreover, when leader capability is high, it mitigates the negative relationship between AL and employees' outcomes. Furthermore, the leader capability moderates the indirect relationship of authoritarian leadership with employees' task performance and affective organizational commitment via leader effectiveness evaluation. This study contributes to leadership research and extends our understanding of how and under what circumstances AL is less detrimental to employees' workplace outcomes.
我们构建并检验了一个有调节的中介模型，旨在探讨威权型领导与员工的任务绩效和情感性组织承诺之间的关系。本研究采用多层次、多来源和三波数据，共 99 名主管和 341 名下属参与了研究。分析结果表明，领导效能评估在威权型领导与员工的任务绩效和情感性组织承诺之间存在时滞关系中起中介作用。此外，当领导能力较高时，它可以减轻威权型领导与员工绩效和情感性组织承诺之间的负向关系。更进一步，领导能力通过领导效能评估，调节了威权型领导与员工任务绩效和情感性组织承诺之间的间接关系。本研究为领导力研究做出了贡献，并拓展了我们对威权型领导如何以及在何种情况下对员工的工作场所结果影响较小的理解。
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