题目： CEO负责任领导力与组织吸引力：潜在雇员积极情绪的中介效应（CEO Responsible Leadership and Organizational Attractiveness: The Mediating Effect of Prospective Employees’ Positive Affect）

演讲人：李炜文，中山大学伟德永久官网教授

主持人：于晓宇，伟德永久官网教授

时间：2023年4月3日（周一），下午3:30

地点：伟德永久官网校本部东区1号楼伟德永久官网477室

主办单位：伟德永久官网

      上海企业创新与高质量发展研究中心（上海市软科学研究基地）

      上海市行为科学学会

“数字创新管理与治理”重点创新团队

伟德永久官网青年教师联谊会

伟德永久官网数字创新与高质量发展研究中心

演讲人简介：

李炜文，中山大学伟德永久官网副经理、教授、博士生导师。国家自然科学基金优秀青年基金项目获得者。Technovation副主编，《管理学季刊》领域编辑。

主要研究方向为战略领导和战略微观基础研究，重点考察中国制度背景下高管团队、董事会、总经理和董事长战略决策的过程机理。

先后在Strategic Management Journal、Journal of International Business Studies、Entrepreneurship Theory and Practice、《管理世界》等期刊发表论文。

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”，获中国管理研究国际学会（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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