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首页> 外文期刊>Journal of occupational health psychology >Getting What You Want: How Fit Between Desired and Received Leader Sensitivity Influences Emotion and Counterproductive Work Behavior
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Getting What You Want: How Fit Between Desired and Received Leader Sensitivity Influences Emotion and Counterproductive Work Behavior

机译：得到想要的东西：领导者的期望和接受的敏感性之间的适应程度如何影响情绪和适得其反的工作行为

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摘要

We challenge the intuitive belief that greater leader sensitivity is always associated with desirable outcomes for employees and organizations. Specifically, we argue that followers' idiosyncratic desires for, and perceptions of, leader sensitivity behaviors play a key role in how followers react to their leader's sensitivity. Moreover, these resulting affective experiences are likely to have important consequences for organizations, specifically as they relate to employee counterproductive work behavior (CWB). Drawing from supplies-values (S-V) fit theory and the stressor-emotion model of CWB, the current study focuses on the affective and behavioral consequences of fit between subordinates' ideal leader sensitivity behavior preferences and subordinates' perceptions of their actual leader's sensitivity behaviors. Polynomial regression analyses reveal that congruence between ideal and actual leader sensitivity influences employee negative affect and, consequently, engagement in counterproductive work behavior.
机译：我们挑战直觉的信念，即更高的领导者敏感性始终与员工和组织的期望成果相关。具体来说，我们认为追随者对领导者敏感性行为的特质渴望和感知在追随者对领导者敏感性的反应中起着关键作用。而且，这些产生的情感体验可能会对组织产生重要的后果，特别是与员工的适得其反的工作行为（CWB）有关。借鉴供给价值（S-V）拟合理论和CWB的压力-情绪模型，本研究着重于下属的理想领导者敏感行为偏好与下属对其实际领导者的敏感行为的感知之间的拟合的情感和行为后果。多项式回归分析显示，理想的领导者和实际的领导者敏感性之间的一致性会影响员工的负面影响，并因此影响生产适得其反的工作行为。

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