摘要
情境领导理论及情境领导Ⅱ针对下属发展有着不同的演进路径,同时也引发了有关概念模糊、内部不一致和不完整等质疑.本文通过对两个理论的文献回顾,在保证一致性、有效性和完整性的前提下,借助逻辑命题推导出了下属在单一工作领域和多工作领域内的发展路径.在单一工作领域内是按照"低承诺,低能力""高承诺,低能力""高承诺,高能力""低承诺,高能力"的发展路径,相匹配的领导风格分别为"高工作,高关系"的教练式、"高工作,低关系"指令式、"低工作,低关系"的授权式、"低工作,高关系"的支持式.在多工作领域内下属发展遵循波浪式演进规律,进而建构出了一种新的情境领导理论模型.模型将原先的只关注"领导风格"引申到情系"下属发展",对相关理论有一定的解释作用.
Abstract
The Situational Leadership Theory and Situational Leadership Ⅱ have different evolutionary paths for the development of subordinates,which have also raised questions about conceptual ambiguity,in-ternal inconsistency,and incompleteness.By reviewing the literature of both theories and ensuring consis-tency,effectiveness,and completeness,this study has derived the development paths of subordinates within a single job domain and multiple job domains through logical propositions.Within a single job domain,the de-velopment paths are"low commitment,low ability,""high commitment,low ability,""high commitment,high ability,"and"low commitment,high ability,"with corresponding leadership styles being coaching"high task,high relationship,"directive"high task,low relationship,"delegating"low task,low relationship,"and supporting"low task,high relationship."In the domain of multiple jobs,the development of subordinates follows a wave-like evolutionary pattern,thus constructing a new situational leadership theory model.The model extends the original focus on"leadership style"to caring for"subordinate development,"which has a certain explanatory power for related theories.
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