来源：组织与人力资源系
主 题: Cultural congruence or compensation? A meta-analytic test of transformational and transactional leadership effects across cultures
主讲人: 吴冬媛 (复旦大学管理学院助理教授)
时 间：2022年10月26日 (周三) 14:00
地 点：明德商学楼1008室，线上会议室
语 言：中/英文
讲座摘要：
Prior research is equivocal about whether leadership is more effective when it matches typical cultural practices (the cultural congruence argument) or compensates for ‘‘ineffective’’ cultural practices (the cultural compensation argument). We propose that a more nuanced answer to the congruence-versus-compensation debate requires the joint consideration of leadership, culture, and task contexts. A meta-analysis of 460 field samples of transformational leadership (N = 124,646) and 139 field samples of transactional leadership (N = 38,327) across 53 cultures revealed three key results: First, both transformational and transactional leadership universally relate positively to follower performance outcomes. The strength of these relationships ranges between 0.25 and 0.39 for transformational leadership and between 0.12 and 0.24 for transactional leadership. Second, the positive effects of transformational leadership on convergent performance outcomes are more pronounced in cultures characterized by norms of vertical differentiation (including high power distance) and harmony (including collectivism), consistent with the cultural congruence perspective. Third, the positive effects of transactional leadership on divergent performance outcomes are more pronounced in cultures characterized by norms of low performance-focus (including low uncertainty avoidance), consistent with the cultural compensation perspective. We discuss the implications of these findings for transformational and transactional leadership research and practice.
主讲人简介：
吴冬媛，复旦大学管理学院企业管理系讲师。博士毕业于密歇根州立大学人力资源与劳工关系学院。在Journal of International Business Studies、Personnel Psychology、Journal of Management、Human Recourse Management Review等期刊发表多篇文章，多次参与Academy of Management等年会并做报告。研究和学术观点被文汇报、福布斯等国内外媒体报道。研究方向包括组织行为与人力资源，领导力，多元化与包容性，跨文化管理，零工劳动者等。
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