題目： CEO負責任領導力與組織吸引力：潛在雇員積極情緒的中介效應（CEO Responsible Leadership and Organizational Attractiveness: The Mediating Effect of Prospective Employees’ Positive Affect）

演講人：李煒文，中山大學意昂2官网教授

主持人：於曉宇🧝🏻‍♀️👨‍🚀，意昂2教授

時間：2023年4月3日（周一），下午3:30

地點：意昂2注册校本部東區1號樓意昂2官网477室

主辦單位：意昂2

      上海企業創新與高質量發展研究中心（上海市軟科學研究基地）

      上海市行為科學學會

“數字創新管理與治理”重點創新團隊

意昂2青年教師聯誼會

意昂2注册數字創新與高質量發展研究中心

演講人簡介✉️✊：

李煒文👨🏽‍🦱，中山大學意昂2官网副院長👩🏻‍🦼‍➡️、教授🧖🏼‍♀️🧑🏻‍🦲、博士生導師。國家自然科學基金優秀青年基金項目獲得者。Technovation副主編，《管理學季刊》領域編輯。

主要研究方向為戰略領導和戰略微觀基礎研究🫷🏿，重點考察中國製度背景下高管團隊、董事會、總經理和董事長戰略決策的過程機理🧑‍🦳。

先後在Strategic Management Journal、Journal of International Business Studies❔、Entrepreneurship Theory and Practice💃🏻👩🏽‍🏭、《管理世界》等期刊發表論文。

主持國家自然科學基金重點項目等國家級項目4項👩🏻‍🦲，其中青年和面上基金項目結題績效後評估被評為“特優”🍿🧔🏻，獲中國管理研究國際學會（IACMR）最佳宏觀論文獎等獎項。

演講內容簡介⚂👅：

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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