部下の行動とリーダーの管理目標がリーダー行動に及ぼす影響--リーダー行動の変容・形成過程に関する研究
スポンサーリンク
概要
- 論文の詳細を見る
This study examined the influence of subordinates' behavior and their leader's management priority on task-related and/or socio-emotional behavior change and formation of their leader. In Study 1, a questionnaire survey was conducted on sample of nurses to investigate the relationship between the chief nurse's cognition about subordinates' coping behavior with discontents and PM leadership behavior by her own evaluation (Misumi, 1978). The result indicated that Maintenance score assessed by the chief nurse who tended to recognize that her subordinates were even following her unacceptable instructions was higher than that assessed by the chief recognized that they were not. In Study 2, a 2 (Performance or Maintenance behavior of the leader) ×2 (task- or relation-oriented management priority of leader) factorial design was used. Thirty-eight university male students as subjects participated and played the role of the group's leader composed of four members in this experiment. Results were as follows: (1) The task-oriented leader came to use a lot of socio-emotional behavior for the workers who took P behavior with higher productivity than the workers took M behavior with strong solidarity among members. (2) The task-oriented leader has increased coercive instructions more than the relation-oriented leader. Especially, for the task-oriented leader, aggressive behavior to the workers who took M behavior has been increased remarkably. (3) The relation-oriented leader came to chat frequently with the workers who took M behavior, instead of not offering informations to them than the workers who took P behavior. (4) The relation-oriented leader increased to use considered behavior and decreased to offer informations to the workers who took P behavior. It was suggested that the PM leadership style of leader might be formed when the task-oriented leader directed the workers with high productivity.
- 日本グループ・ダイナミックス学会の論文
著者
関連論文
- 病院における部下の不満対処方略が上司行動に及ぼす影響
- 大学院生のためのキャリア・ガイダンス : 「できる院生」とそうでない院生を分けるもの
- 不満生起事態における部下の議論統合的対処の促進要因に関する検討
- 説得的コミュニケーションと態度変容のフィードバック
- 少数派説得者の専門性と協同の呼びかけが受け手の態度変容に及ぼす影響
- 不満生起事態における部下の議論型対処行動選択を促進する要因の検討
- 大学院生・ポスドクの希望と現実、そして大学院教育に関する疑問・要望
- 部下行動に対する上司の認知がリーダーシップ行動に及ぼす影響
- 看護婦の不満対処方略, 勤続年数および婦長のリーダーシップとの関係
- 大学研究者のキャリア発達に及ぼす対人関係の効果 : ジェンダーと専門領域による差異の検討
- 部下の行動とリーダーの管理目標がリーダー行動に及ぼす影響--リーダー行動の変容・形成過程に関する研究