上海治理论坛第489期

问题：CEO认真任向导力与组织吸引力：潜在雇员起劲情绪的中介效应（CEO Responsible Leadership and Organizational Attractiveness: The Mediating Effect of Prospective Employees’ Positive Affect）

演讲人：李炜文，
，，中山大学治理学院教授

主持人：于晓宇，
，，8188cc威尼斯治理学院教授

时间：2023年4月3日（周一），
，，下昼3:30

所在：8188cc威尼斯校本部东区1号楼治理学院477室

主理单位：8188cc威尼斯治理学院

上海企业立异与高质量生长研究中心（上海市软科学研究基地）

上海市行为科学学会

“数字立异治理与治理”重点立异团队

8188cc威尼斯治理学院青年西席联谊会

8188cc威尼斯数字立异与高质量生长研究中心

演讲人简介：

李炜文，
，，中山大学治理学院副院长、教授、博士生导师。。国家自然科学基金优异青年基金项目获得者。。Technovation副主编，
，，《治理学季刊》领域编辑。。

主要研究偏向为战略向导和战略微观基础研究，
，，重点考察中国制度配景下高管团队、董事会、总司理和董事长战略决议的历程机理。。

先后在Strategic Management Journal、Journal of International Business Studies、Entrepreneurship Theory and Practice、《治理天下》等期刊揭晓论文。。

主持国家自然科学基金重点项目等国家级项目4项，
，，其中青年和面上基金项目结题绩效后评估被评为“特优”，
，，获中国治理研究国际学会（IACMR）最佳宏观论文奖等奖项。。

演讲内容简介：

This study addresses the debate surrounding CEO responsible leadership orientation and prospective employees’ perceptions of organizational attractiveness. Proponents of a strategist orientation toward responsibility claim that prospective employees are more likely to view strategists as authentic, and firms led by strategists as more attractive employers. Proponents of an integrator orientation toward responsibility, instead, argue that prospective employees tend to view integrators as more visionary and authentic, firms led by integrators as more attractive. In an effort aimed at reconciliation, we develop a theoretical model integrating the mediating role played by prospective employees’ emotions, and the moderating role played by their moral identity. Results show that a CEO who espouses an integrator orientation, as compared to one who displays a strategist orientation, can engender more positive affect on prospective employees, which further increases their perceived organizational attractiveness. Furthermore, the positive impact of an integrator responsible orientation is more salient when the focal prospective employee has a high level of moral identity. A unique aspect of our research is the use of electroencephalogram technology to assess in real time the positive, neural affect of prospective employees. Our study has implications for future research on responsible leadership.

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