多源反馈差异与领导力关系研究

发布时间：2018-04-19 07:34

本文选题：多源反馈差异 + 领导力　；参考：《山西财经大学学报》2010年08期

【摘要】：在领导力评价过程中,多源反馈(multi-source feedback)差异是一个比较常见的现象。然而,对于这种差异所反映的领导者微观层面特征,及其对领导能力预测变量的影响机制的研究较少。特别是在目前的中国情境下,文化及国际化冲击较为突出,亟待对此进行新的研究。本研究通过将自我评价与他人评价的差异区分为三个类别(即评价一致者、高估者、低估者),同时控制实际领导力水平为优/劣,建立了评价一致性四分类和六分类模型,将评价一致定义为领导者的自我感应能力。基于360度领导力评估方法获得的某国际商学院EMBA学员的领导力评估数据所进行的实证分析表明,评价一致者、低估者较高估者有较高的领导力评价,评价一致性对于领导力预测有着一定的调节作用。对女性领导者更为优秀的结论没有得到支持,国际化带来的文化冲击表现为国外领导者更容易自我扩大,导致领导力评价相对较低。
[Abstract]:In the process of leadership evaluation, multi-source feedback multi-source feedbacks are a common phenomenon.However, little research has been done on the microcosmic characteristics of leaders and their influence on the predictive variables of leadership.Especially in the current situation of China, the impact of culture and internationalization is more prominent.By dividing the difference between self-evaluation and others' evaluation into three categories (I. e., evaluators, overestimators, undervaluers, and controlling the actual leadership level as good or bad), four and six classification models of evaluation consistency were established.Consistency of evaluation is defined as the self-sensing ability of a leader.An empirical analysis based on the leadership assessment data of EMBA students obtained from a 360-degree leadership assessment method shows that those who are consistent in evaluation, those who undervalue are higher than those who are overestimated.Evaluation consistency has a moderating effect on leadership prediction.There is no support for the conclusion that women leaders are better, and the cultural impact of internationalization is that foreign leaders are easier to expand themselves, leading to a relatively low evaluation of leadership.
【作者单位】：北京大学中国经济研究中心;
【分类号】：C933

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