本文结合资源保存理论和情景领导理论构建了一个被调节的中介模型,考察自恋领导对下属工作绩效的影响,探讨沉默行为的中介作用和自恋人格的调节作用.通过对37名主管和154名员工分阶段配对调查,研究结果发现:自恋领导对下属沉默行为具有显著的正向作用,沉默行为中介了自恋领导与下属工作绩效之间的关系.下属的自恋人格正向调节了自恋领导和沉默行为的关系,下属越自恋,越倾向于保持沉默.而且,下属的自恋人格调节了自恋领导通过沉默行为对工作绩效的间接影响,下属越自恋,沉默行为在自恋领导与工作绩效之间的中介作用越强.%Integrating the conservation of resources theory and contingency perspective of leadership,this study proposes a moderated mediation model wherein narcissistic leadership predicts subordinate's job performance through silence behavior, with narcissism acting as the contextual condition. Two-wave data collected from 37 supervisor and 154 employees supports the hypothesized model. The study finds narcissistic leadership positively influences subordinate's silence behavior,which in turn mediates the negative relation between narcissistic leadership and subordinate's job per-formance.Further,narcissism moderates the positive relationship between narcissistic leadership and silence behavior, the presence of subordinates high narcissim makes the adverse impact of narcissistic leadership on silence behavior worse. Specially,this study identifies narcissism as a moderator in this mediational chain for the path from narcissistic leadership to subordinate's job performance. The indirect relationship between narcissistic leadership and subordinate's job performance through silence behavior is more pronounced when narcissism is higher rather than lower.
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