Table 1_The associations between leadership styles and perceived insider status: a meta-analysis.docx

The perceived insider status of employees is crucial for the development of both organizations and individuals. This paper provides the first meta-analytic examination of the relationships between leadership styles and followers’ perceived insider status. The meta-analysis examined 12 leadership styles across 137 articles, comprising a total of 151 effect sizes (N = 45,228). The results revealed significant positive correlations between leader-member exchange, differential leadership, inclusive leadership, participative leadership, transformational leadership, empowering leadership, authentic leadership, servant leadership, humble leadership, benevolent leadership, moral leadership, and perceived insider status. Conversely, authoritarian leadership showed a significant negative correlation with perceived insider status. Additionally, the results of relative weight analysis indicated that inclusive leadership exhibited the strongest explanatory power for perceived insider status, while transformational leadership showed the weakest explanatory power. Furthermore, moderation analysis revealed that there were no significant moderation effects of study design, leadership measurement tools, publication status, gender, or age on the relationship between leadership and perceived insider status.

员工的感知内部身份（perceived insider status）对组织与个体的发展均至关重要。本研究首次针对领导风格与下属感知内部身份之间的关联开展元分析检验（meta-analytic examination）。本次元分析纳入137项文献、12种领导风格，总计包含151个效应量（effect sizes），总样本量N=45228。研究结果显示，领导-成员交换（leader-member exchange）、差异化领导（differential leadership）、包容性领导（inclusive leadership）、参与式领导（participative leadership）、变革型领导（transformational leadership）、授权型领导（empowering leadership）、真实型领导（authentic leadership）、服务型领导（servant leadership）、谦卑型领导（humble leadership）、仁慈型领导（benevolent leadership）、道德型领导（moral leadership），均与下属感知内部身份呈显著正相关。反之，威权型领导（authoritarian leadership）则与下属感知内部身份呈显著负相关。此外，相对权重分析（relative weight analysis）结果表明，包容性领导对下属感知内部身份的解释力最强，而变革型领导的解释力最弱。进一步的调节效应分析（moderation analysis）显示，研究设计、领导风格测量工具、发表状态、性别以及年龄，均未对领导风格与下属感知内部身份之间的关联产生显著调节效应。