A Review of the Foreign Leadership Effectiveness of Older Worker Younger Supervisor Dyad and Prospects
Wang Bin1,Liu Yun2
(1.School of Economics and Management, Wuhan University, Wuhan 430072, China;2.MBA School, Henan University of Economics and Law, Zhengzhou 450000, China)
王斌,刘蕴. 国外年轻领导对年长员工领导有效性的研究述评及展望[J]. 科技进步与对策, 2019, 36(13): 154-160.
Wang Bin,Liu Yun. A Review of the Foreign Leadership Effectiveness of Older Worker Younger Supervisor Dyad and Prospects. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2019, 36(13): 154-160.
[1] CAPPELI P, NOVELLI B. Managing the older worker: how to prepare for the new organizational order[M]. Cambridge: Harvard Business Press, 2010.
[2] POSTHUMA R A, CAMPION M A. Age stereotypes in the workplace: common stereotypes, moderators, and future research directions[J]. Journal of Management, 2009, 35(1): 158-188.
[3] CADSBY C B, SONG F, TAPON F. Sorting and incentive effects of pay for performance: an experimental investigation[J]. Academy of Management Journal, 2007, 50(2): 387-405.
[4] SCHALK R, VAN VELDHOVEN M, DE LANGE A H, et al. Moving European research on work and ageing forward: overview and agenda[J]. European Journal of Work and Organizational Psychology, 2010, 19(1): 76-101.
[5] TSUI A S,O'REILLY C.Beyond simple demographic effects: the importance of relational demography in superior-subordinate dyads[J]. Academy of Management Journal, 1989, 32(2): 402-423.
[6] TSUI A S, PORTER L W, EGAN T D. When both similarities and dissimilarities matter: extending the concept of relational demography[J]. Human Relations, 2002, 55(8): 899-929.
[7] PERRY E L, KULIK C T, ZHOU J. A closer look at the effects of subordinate-supervisor age differences[J]. Journal of Organizational Behavior, 1999, 20(3): 341-357.
[8] COLLINS M H, HAIR J J F, ROCCO T S. The older-worker-younger-supervisor dyad: a test of the reverse pygmalion effect[J]. Human Resource Development Quarterly, 2009, 20(1): 21-41.
[9] HANSON L. The experiences of the younger supervisor: implications for organizations[D]. Fort Collins, Colorado: Colorado State University, 2012.
[10] SHORE L M, CLEVELAND J N, GOLDBERG C B. Work attitudes and decisions as a function of manager age and employee age[J]. Journal of Applied Psychology, 2003, 88(3): 529-537.
[11] YUKL G. Leadership in organizations[M]. Upper Saddle River, NJ: Prentice Hall, 2006.
[12] TAJFEL H, TURNER J C. The social identity theory of intergroup behavior[A]. WORCHEL S, AUSTIN W G. Psychology of intergroup relation[C]. Chicago: Nelson-Hall, 1986: 7-24.
[13] VECCHIO R P. The impact of differences in subordinate and supervisor age on attitudes and performance[J]. Psychology and Aging, 1993, 8(1): 112-119.
[14] WESOLOWSKI M A, MOSSHOLDER K W. Relational demography in supervisor-subordinate dyads: impact on subordinate job satisfaction, burnout, and perceived procedural justice[J]. Journal of Organizational Behavior, 1997, 18(4): 351-362.
[15] 刘苹,郑沙沙,吴继红. 上下级年龄和性别组合对员工绩效的影响分析[J]. 管理现代化, 2012(5): 60-62.
[16] FERRIS G R, JUDGE T A, CHACHERE J G, et al. The age context of performance-evaluation decisions[J]. Psychology and Aging, 1991, 6(4): 616-622.
[17] KUNZE F,MENGES J I.Younger supervisors, older subordinates: an organizational-level study of age differences, emotions, and performance[J]. Journal of Organizational Behavior, 2017(38): 461-486.
[18] TSUI A S,XIN K R,EGAN T D.Relational demography: the missing link in vertical dyad linkage[A]. JACKSON S E, RUDERMAN M N. Diversity in work teams: research paradigms for a changing workplace[C].Washington, DC: American Psychological Association, 1995: 97-129.
[19] PELLED L H, XIN K R. Relational demography and relationship quality in two cultures[J]. Organization Studies, 2000, 21(6): 1077-1094.
[20] 张玮. 领导—下属人口统计特征的正向差异对心理契约破裂的作用机制研究[D]. 上海:复旦大学, 2010:213-215.
[21] KEARNEY E. Age differences between leader and followers as a moderator of the relationship between transformational leadership and team performance[J]. Journal of Occupational and Organizational Psychology, 2008, 81(4): 803-811.
[22] OFFERMANN L R, KENNEDY J K, WIRTZ P W. Implicit leadership theories: content, structure, and generalizability[J]. The Leadership Quarterly, 1994, 5(1): 43-58.
[23] ZACHER H, CLARK M, ANDERSON E C, et al. A lifespan perspective on leadership[A].BAL P M, KOOIJ D T A M, ROUSSEAU D M. Aging workers and the employee-employer relationship[C]. Switzerland: Springer International Publishing, 2015: 87-104.
[24] DERUE D S, NAHRGANG J D, WELLMAN N, et al. Trait and behavioral theories of leadership: an integration and meta-analytic test of their relative validity[J]. Personnel Psychology, 2011, 64(1): 7-52.
[25] ZACHER H. Successful aging at work[J]. Work, Aging and Retirement, 2015, 1(1): 4-25.
[26] ZACHER H, ROSING K, HENNING T, et al. Establishing the next generation at work: leader generativity as a moderator of the relationships between leader age, leader-member exchange, and leadership success[J]. Psychology and Aging, 2011, 26(1): 241-252.
[27] ZACHER H, SCHMITT A, GIELNIK M M. Stepping into my shoes: generativity as a mediator between family business owners' age and family succession[J]. Ageing & Society, 2012(32): 673-696.
[28] VAN KNIPPENBERG D, De DREU C K W, HOMAN A C. Work group diversity and group performance: an integrative model and research agenda[J]. Journal of Applied Psychology, 2004, 89(6): 1008-1022.
[29] TEKLEAB A G, TAKEUCHI R, TAYLOR M S. Extending the chain of relationships among organizational justice, social exchange, and employee reactions: the role of contract violations[J]. Academy of Management Journal, 2005, 48(1): 146-157.
[30] BURLACU G. Supervisor-subordinate directional age differences and employee reactions to formal performance feedback: examining mediating and moderating mechanisms in a Chinese sample[D]. Portland, Oregon:Portland State University, 2013.
[31] LEVIN D Z, WHITENER E M, CROSS R. Perceived trustworthiness of knowledge sources: the moderating impact of relationship length[J]. Journal of Applied Psychology, 2006, 91(5): 1163-1171.