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领导力的两面——伦理管理和辱虐管理：多重视角的对比分析
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Abstract:
伦理管理和辱虐管理已成为当前领导力研究中的热点，但现有的研究多集中于探讨其各自的作用机制和结果，鲜有研究对二者关系做出比较分析和归纳总结。对伦理管理和辱虐管理进行多重视角的对比分析发现：1) 二者定义多样、测量需区分下属主观感知和领导客观行为；2) 伦理特征和榜样对领导伦理行为产生深远影响、辱虐管理行为受到多方面因素的短暂影响；3) 伦理管理以促进组织伦理氛围和下属内在动机为主，辱虐管理以破坏组织公平和下属工作情绪为主；4) 伦理管理在发挥积极作用的同时会带来负面影响，而辱虐管理在特定情境下对特定人群会产生积极作用。据此从个体角度提出领导如何在伦理管理和辱虐管理之间展开动态转化的模型；建议后续研究应考虑文化影响并改善测量工具，明晰伦理管理和辱虐管理的概念内涵，进一步探析辱虐管理的积极价值和伦理管理的消极影响。
Ethical management and abusive management have become hot topics in the current leadership research, but the existing research focuses on their respective mechanisms and results, and few studies have made comparative analyses and summaries of the relationship between the two. A comparative analysis of multiple perspectives on ethical management and abuse management found that: 1) the definitions of the two are diverse, and the measurement needs to distinguish between the subjective perception of subordinates and the objective behavior of leadership; 2) Ethical characteristics and role models have a profound impact on the ethical behavior of leaders, and abusive management behavior is temporarily affected by many factors; 3) Ethical management is mainly to promote the ethical atmosphere of the organization and the intrinsic motivation of subordinates, and abuse management is mainly to undermine the fairness of the organization and the working emotions of subordinates; 4) Ethical management will have a negative impact while playing an active role, while abusive management will have a positive effect on specific groups of people in specific situations. Based on this, a model of how leaders can carry out dynamic transformation between ethical management and abusive management from the perspective of individuals; It is suggested that follow-up research should consider cultural impacts and improve measurement tools, clarify the conceptual connotation of ethical management and abuse management, and further explore the positive value of abuse management and the negative impact of ethical management.
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