差异化变革型领导研究述评与展望
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外国经济与管理 2015 年 第 37 卷第 08 期, 页码：
摘要
参考文献
摘要
差异化变革型领导是指在一个工作团队中，变革型领导者同时采用个体聚焦和团队聚焦两种不同的领导行为。这样的领导模式对团队和个体产出具有多层面的影响，已成为领导研究领域的一个前沿议题。本文从研究缘起、概念、测量、理论视角以及作用模式等方面，对近年来国内外的相关研究进行了述评，并在此基础上指出了差异化变革型领导的未来研究方向。
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［26］蔡亚华,贾良定,尤树洋,张祎,陈艳露.差异化变革型领导对知识分享与团队创造力的影响: 社会网络机制的解释［J］.心理学报,2013,45(5): 585-598.
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［28］姜定宇,张寇真.华人差序式领导与部署效能［J］.本土心理学研究,2010,32(6): 109-177.
［29］王震,仲理峰.领导—成员交换关系差异化研究评述与展望［J］.心理科学进展,2011,19(7): 1037-1046.
［30］郑伯埙.差序格局与华人组织行为［J］.本土心理学研究,1995,17(3): 142-219.
［2］Bass B M.Theory of transformational leadership redux［J］.Leadership Quarterly,1995,6(4): 463-478.
［3］Bass B M,Avolio B J,Jung D and Berson Y.Predicting unit performance by assessing transformational and transactional leadership［J］.Journal of Applied Psychology,2003,88(2): 207-217.
［4］Bass B M and Riggio R E.Transformational leadership［M］.Mahwah,NJ: Lawrence Erlbaum Associates,2006.
［5］Brewer M Band Gardner W.Who is this “we”? Levels of collective identity and self representations［J］.Journal of Personality and Social Psychology,1996,71(1): 83-93.
［6］Chen G,Kirkman B L,Kanfer R,Allen D and Rosen B.A multilevel study of leadership,empowerment,and performance in teams［J］.Journal of Applied Psychology,2007,92(2): 331-345.
［7］Judge T A and Piccolo R F.Transformational and transactional leadership: A metaanalytic test of their relative validity［J］.Journal of Applied Psychology,2004,89(5): 755-768.
［8］Kark R and Shamir B.The dual effect of transformational leadership: Priming relational and collective selves and further effects on followers［A］.in Avolio B J and Yammarino F J(Eds.).Transformational and charismatic leadership: The road ahead［C］.Amsterdam: JAI Press,2002: 6-94.
［9］Kark R,Shamir Band Chen G.The two faces of transformational leadership: Empowerment and dependency［J］.Journal of Applied Psychology,2003,88(2): 246-254.
［10］Kirkman B L,Chen G,Farh J L,Chen Z X and Lowe K B.Individual power distance orientation and follower reactions to transformational leaders: A crosslevel,crosscultural examination［J］.Academy of Management Journal,2009,52(4): 744-764.
［11］Klein K J,Dansereau Fand Hall R J.Levels issues in theory development,data collection,and analysis［J］.Academy of Management Review,1994,19(2): 195-229.
［12］LePine J A,Piccolo R F,Jackson C L,Mathieu J Eand Saul J R.A metaanalysis of teamwork processes: Tests of a multidimensional model and relationships with team effectiveness criteria［J］.Personnel Psychology,2008,61(2): 273-307.
［13］Nielsen K and Daniels K.Does shared and differentiated transformational leadership predict followers’ working conditions and wellbeing?［J］.Leadership Quarterly,2012,23(3): 383-397.
［14］Podsakoff P M,MacKenzie S B,Moorman R H and Fetter R.Transformational leader behaviors and their effects on followers’ trust in leader,satisfaction,and organizational citizenship behaviors［J］.Leadership Quarterly,1990,1(2): 107-142.
［15］Schriesheim C A,Wu J B and Scandura T A.A meso measure? Examination of the levels of analysis of the Multifactor Leadership Questionnaire(MLQ)［J］.Leadership Quarterly,2009,20(4): 604-616.
［16］Sparrowe R T and Liden R C.Process and structure in leadermember exchange［J］.Academy of Management Review,1997,22(2): 522-552.
［17］Tse H and Chiu C K.Transformational leadership and job Performance: A social identity perspective［J］.Journal of Business Research,2014,67(1): 2827-2835.
［18］Wang H,Law K S,Hackett R D,Wang D and Chen Z X.Leadermember exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior［J］.Academy of Management Journal,2005,48(3): 420-432.
［19］Wang XH and Howell J M.Exploring the duallevel effects of transformational leadership on followers［J］.Journal of Applied Psychology,2010,95(6): 1134-1144.
［20］Wang XH and Howell J M.A multilevel study of transformational leadership,identification,and follower outcomes［J］.Leadership Quarterly,2012,23(5): 775-790.
［21］Wu J B,Tsui A S and Kinicki A J.Consequences of differentiated leadership in groups［J］.Academy of Management Journal,2010,53(1): 90-106.
［22］Yammarino F J and Bass M B.Transformational leadership and multiple levels of analysis［J］.Human Relations,1990,43(10): 975-995.
［23］Yammarino F J,Dionne S D,Chun J U and Dansereau F.Leadership and levels of analysis: A stateofthescience review［J］.Leadership Quarterly,2005,16(6): 879-919.
［24］Yammarino F J and Dansereau F.Multilevel nature of and multilevel approaches to leadership［J］.Leadership Quarterly,2008,19(2): 135-141.
［25］Zhang X A,Li N,Ullrich J and van Dick R.Getting everyone on board:The effect of differentiated transformational leadership by CEOs on top management team effectiveness and leaderrated firm performance［J］.Journal of Management,Published online on January 18,2013,http://dx.doi.org/10.1177/0149206312471387.
［26］蔡亚华,贾良定,尤树洋,张祎,陈艳露.差异化变革型领导对知识分享与团队创造力的影响: 社会网络机制的解释［J］.心理学报,2013,45(5): 585-598.
［27］冯镜铭,刘善仕,吴坤津,王红椿.谦卑型领导研究探析［J］.外国经济与管理,2014,36(3): 38-44.
［28］姜定宇,张寇真.华人差序式领导与部署效能［J］.本土心理学研究,2010,32(6): 109-177.
［29］王震,仲理峰.领导—成员交换关系差异化研究评述与展望［J］.心理科学进展,2011,19(7): 1037-1046.
［30］郑伯埙.差序格局与华人组织行为［J］.本土心理学研究,1995,17(3): 142-219.
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张艳清, 王晓晖, 张秀娟. 差异化变革型领导研究述评与展望[J]. 外国经济与管理, 2015, 37(8): 0.
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