Follow the Leader? Leader Succession and Staff Attitudes in Public Sector Organizations

被引：8

作者：

Geys, Benny ^{[1
]}

Connolly, Sara ^{[2
]}

Kassim, Hussein ^{[3
]}

Murdoch, Zuzana ^{[4
]}

机构：

[1] BI Norwegian Business Sch, Econ, Oslo, Norway

[2] Univ East Anglia, Norwich, Norfolk, England

[3] Univ East Anglia, Polit, Norwich, Norfolk, England

[4] Univ Bergen, Dept Adm & Org Theory, Bergen, Norway

来源：

PUBLIC ADMINISTRATION REVIEW | 2020年 / 80卷 / 04期

基金：

英国经济与社会研究理事会;

关键词：

MODERATING ROLE; GROUP PROTOTYPICALITY; JOB-SATISFACTION; IDENTITY; SELF; SOCIALIZATION; WORK; PERFORMANCE; OFFICIALS; NEED;

D O I：

10.1111/puar.13189

中图分类号：

C93 [管理学]; D035 [国家行政管理]; D523 [行政管理]; D63 [国家行政管理];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ; 1204 ; 120401 ;

摘要：

Public sector organizations face regular turnover in top leadership positions. Yet little is known about how such changes affect staff attitudes. The authors argue that top leader succession may influence staff attitudes, particularly when new leaders are "outsiders" and/or subordinates interact regularly with their leaders. Using a unique two-wave survey conducted within the European Commission in 2008 and 2014, this analysis tests these propositions by studying the same individuals before and after shifts in top political (commissioner) and administrative (director-general) positions. The study shows that leadership succession can trigger meaningful shifts in subordinates' stated attitudes regarding the European Commission's supranational identity. These findings are important because staff attitudes about organizational values and aims represent a key driver of individual and organizational performance.

引用

页码：555 / 564

页数：10

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