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剥削型领导是如何产生的：组织情境对个体特质的激活作用。

How Exploitative Leadership Emerges: The Activating Effect of Organizational Context on Individual Traits.

作者信息

Zhang Junhui, Zhang Yilin, Pan Wei

机构信息

School of Management, Guangdong Ocean University, Zhanjiang 524088, China.

School of Economics and Management, Harbin Engineering University, Harbin 150001, China.

出版信息

Behav Sci (Basel). 2025 Aug 12;15(8):1093. doi: 10.3390/bs15081093.

DOI:10.3390/bs15081093
PMID:40867451
原文链接:https://pmc.ncbi.nlm.nih.gov/articles/PMC12382963/
Abstract

Although the detrimental effects of exploitative leadership have been widely revealed, scholarly understanding of its formation mechanisms remains insufficient. Addressing this gap, the present study draws upon trait activation theory to investigate the antecedents and formation mechanisms of exploitative leadership through the dual lenses of personality traits and organizational contexts. Through an empirical examination of questionnaire data from 422 leader-subordinate dyads in Chinese organizations, the results of this study reveal that: three leader personality traits-self-interest, other-oriented perfectionism, and high power distance orientation-significantly and positively predict exploitative leadership behaviors; three organizational contexts-task challenge, flexible status conferral, and leader-subordinate goal misalignment-likewise serve as positive predictors of exploitative leadership behaviors; through trait activation effects, flexible status conferral significantly strengthens the positive relationships between all three personality traits and exploitative leadership, while task challenge and goal misalignment specifically amplify the positive relationships of exploitative leadership with high power distance orientation and self-interested personality, respectively. The research findings are of great value for improving the theoretical framework of exploitative leadership and guiding management practice.

摘要

尽管剥削型领导的有害影响已被广泛揭示，但学界对其形成机制的理解仍不充分。为填补这一空白，本研究借鉴特质激活理论，通过人格特质和组织情境这两个视角来探究剥削型领导的前因及形成机制。通过对中国组织中422对领导-下属二元组的问卷数据进行实证检验，本研究结果表明：领导者的三种人格特质——自我利益、他人导向型完美主义和高权力距离取向——显著且正向地预测剥削型领导行为；三种组织情境——任务挑战、灵活的地位赋予以及领导-下属目标不一致——同样作为剥削型领导行为的正向预测因素；通过特质激活效应，灵活的地位赋予显著增强了所有三种人格特质与剥削型领导之间的正向关系，而任务挑战和目标不一致则分别特别放大了剥削型领导与高权力距离取向和自我利益人格之间的正向关系。研究结果对于完善剥削型领导的理论框架和指导管理实践具有重要价值。

https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/1e267e4d4cb3/behavsci-15-01093-g005.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/ce4b9f4a3875/behavsci-15-01093-g001.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/c16be2fcd948/behavsci-15-01093-g002.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/63e2e876a20f/behavsci-15-01093-g003.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/9e4991c4c3a4/behavsci-15-01093-g004.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/1e267e4d4cb3/behavsci-15-01093-g005.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/ce4b9f4a3875/behavsci-15-01093-g001.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/c16be2fcd948/behavsci-15-01093-g002.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/63e2e876a20f/behavsci-15-01093-g003.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/9e4991c4c3a4/behavsci-15-01093-g004.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/3062/12382963/1e267e4d4cb3/behavsci-15-01093-g005.jpg

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Carrot and Stick Approach: The Exploitative Leadership and Absenteeism in Education Sector.胡萝卜加大棒方法：教育部门中的剥削性领导与旷工现象
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不同的阴暗面——不同的影响？不同类型的破坏性领导的后果。
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