中文摘要：

随着领导力研究的逐渐深入,人们开始意识到追随力同样重要。然而员工追随力是如何形成、发展和变化的,至今尚未达成共识。本文以新员工为研究对象和起点,通过对上下级互动历程的考察,探索员工追随力的形成路径,结果显示：当员工进入组织后,领导者和下属会依据“专业能力”和“信任关系”,就双方的状态进行心理定位,从而形成防御、授权、威权、栽培四种领导行为,以及消极、学习、疏离、模范四种追随行为;如果上下级间的行为能够匹配,那么行为互动就可能会造就积极认同的状态,进而诱发员工的自愿追随。此时,领导者会给予员工充分的信任,执行任务时的资源支持,以及积极的正面评价,这会强化下属的自我效能感;同时,为了回报领导者的信任和额外关照,下属亦会努力提高自身能力以支持领导者的工作,从而持续强化自身的追随能力。

英文摘要：

With gradually through research on leadership, people began to realize that followership is of vital importance. However, the formation and development of employees＇ followership are still under discussion. Based on new employees, this paper explores the forming path of foliowership force by investigation on the interactive process between the superior and the subordinate. The results show that： after the addition of new employees, both the leader and the new staff will conduct psychological positioning of each other based on mutual judgment of ＂professional ability＂ and ＂trust＂ . Leaders will accordingly practice defensive, empowering, authoritarian, and cultivating leadership behaviors, while followers carry out passive, learning, alienated and exemplary followership behaviors. The interaction may crate positive idantification, if both behaviors matching, and induce voluntary followership. With sufficient trust, relevant task resource and positive evaluation from the leader, the subordinate＇ s self-efficacy will be tremendously strengthened. Meanwhile, the subordinate will strive to improve their capacity to better support the leader＇ s job for reciprocating the leader＇ s trust and extra care, which helps enhance their abilities to follow.