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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy and the Moderating Role of Political Skills
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How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy and the Moderating Role of Political Skills

机译：员工的领导潜能如何导致领导排斥行为：嫉妒的中介作用和政治技巧的调节作用

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Recently, research on the leadership potential of employees has gradually attracted the attention of scholars. However, further exploration is required to better understand the upward influence of employee’s leadership potential on their leaders. This study examined the mechanisms behind the impact of employee’s leadership potential on leadership ostracism behavior. Moreover, the mediating role of leader’s envy and the moderating role of employee’s political skills in the relationship between employee’s leadership potential and leadership ostracism behavior were investigated. The results of an empirical analysis of 221 employee–leader pairs, studied over multiple periods, are as follows: employee’s leadership potential had a significant positive impact on leader’s envy and leadership ostracism behavior; leader’s envy had a significant positive impact on leadership ostracism behavior; and leader’s envy mediated the relationship between leadership potential and leadership ostracism behavior. In addition, employee’s political skills negatively moderated the indirect effect of leadership potential on leadership ostracism behavior through leader’s envy. The leadership potential of employees with more political skills appeared to have less influence on organizational ostracism via leader’s envy. This study explored the “dark-side” of employee’s leadership potential by understanding its impact on their leaders; the findings have theoretical and practical significance for companies.
机译：近年来，关于员工领导潜能的研究逐渐引起了学者的关注。但是，需要进一步探索，以更好地了解员工的领导潜能对其领导者的向上影响。这项研究调查了员工领导潜力对领导排斥行为的影响背后的机制。此外，还研究了领导者嫉妒的调解作用和雇员政治技能在雇员的领导潜力与领导排斥行为之间的关系中的调节作用。对221名员工-领导者对进行了多阶段的实证分析，结果如下：员工的领导潜能对领导者的嫉妒和领导排斥行为产生了显着的积极影响；领导者的嫉妒对领导者的排斥行为产生了重大的积极影响；领导者的嫉妒介导了领导潜能与领导者排斥行为之间的关系。此外，员工的政治能力通过领导者的嫉妒消极地减轻了领导者潜力对领导者排斥行为的间接影响。具有较高政治技巧的员工的领导潜力似乎通过领导者的嫉妒而对组织排斥产生的影响较小。这项研究通过了解员工领导潜能的影响，探索了潜能的“阴暗面”。这些发现对公司具有理论和实践意义。

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