领导风格的理论是一个相对较为成熟的理论，西方管理学中对领导风格的理 论已经经过了品质阶段（1920）、行为阶段（1950）和权变阶段（1970）到了研 究变革型组织中的领导风格这一漫长的过程。诸多研究表明，领导风格已经成为 管理人员的基本特征，因此本文将领导风格确认为研究的主题。同时，管理学界 对于领导者的研究也由对高层领导者（CEO等）的研究逐渐的延伸到了对中层管 理者的研究，加上企业对其中层管理者重视程度的不断加强，对中层管理者的要 求的不断提升，也促使对中层管理者的研究力度不断加大。 现实中，企业对中层管理者要求越高，则企业对其需求度就越高，因此，就 会出现抢夺引进中层管理者的现象。但是，很少有企业会对自己招聘的中层管理 者有系统性的认识，对其与企业的契合度更是以“眼缘”为主，结果造成大部分 的中层管理者被引进企业以后，因为不能很好的与企业发生融合，而不得不退出 企业，其所代表的一些具有改革性的措施，也不得不折戟沉沙。因此，企业应如 何选择和培养自己引进的中层管理者，使其在企业中发挥应有的作用是值得探究 学习的。本文将空降中层的领导风格作为研究对象，设计理论模型、发放初始问 卷进行调研，通过探索因子分析得出模型假设建立的基础理论依据。又通过正式 问卷调查深圳、呼和浩特、郑州及其它河南地区的制造业、金融业、保险业和电 商业等企业的空降中层管理者实施调查，对数据进行描述性分析并将其与内部化 冲突进行相关性和实证分析，确认领导风格与内部化冲突的内在联系。 最终将领导风格分为变革型领导风格和交易型领导风格两种，再次进行相关 性和实证分析，得出本文的研究结论：变革型领导风格和交易型领导风格对空降 中层内部化的影响均呈显著的正相关，说明两种领导风格对空降中层管理者内部 化都具有显著的影响关系，同时变革型领导风格与任务关系冲突的实证分析得出 显著的负相关，说明空降中层管理者在进入新的企业任职以后，应将人际关系冲 突的处理放在任务关系冲突处理的前面，优先获得广泛的信息和资源的支持和良 好的信任关系，才能将自身的领导风格特点最大化的发挥。最后本文在研究结果 的基础之上对企业人力资源管理中在对引进新的中层管理者的管理上提出有效 的对策建议，并对未来研究做出展望。 关键词：空降；中层管理者；领导风格；内部化 II Abstract The theory of leadership style is a relatively mature theory. The theory of leadership style in western management has gone through the quality stage (1920), behavior stage (1950) and contingency stage (1970) to study the leadership style in transformational organizations.Many studies have shown that leadership style exists as a trait of managers, so this paper identifies leadership style as the subject of research.Misunderstandings for leaders at the same time, the management of research and by the study of senior leaders (CEO) gradually extended to the study of middle managers, and enterprises to continuously strengthen its layer management emphasis, rising demand for middle managers, also contributed to the study of middle managers strength increasing. In reality, the higher the demand for middle managers is, the higher the demand for them will be. Therefore, the more active middle managers in different enterprises in the same industry are, the more they will snatch and introduce middle managers.However, there are very few companies will middle managers have a systematic understanding of their recruitment, to fit with the company is given priority to with "eye catching", after the middle management was introduced as a result, most enterprises, because not good and the enterprise merging, and had to drop out of the enterprise, it represents some radical measures, also had to be folded.This paper takes the leadership style of airborne middle managers as the research object, designs the theoretical model, issues the initial questionnaire for investigation, and obtains the basic theoretical basis for model hypothesis establishment through exploring factor analysis.In addition, a formal questionnaire survey was conducted on the manufacturing industry, financial industry, insurance industry and e-commerce in shenzhen, Hohhot, zhengzhou and other henan regions to conduct a descriptive analysis of the data and make a correlation and empirical analysis with the differences of internalization, so as to confirm the internal relationship between leadership style and the differences of internalization. Eventually leadership style can be divided into two transformational leadership III and transactional leadership style, again make correlation and empirical analysis, this article research conclusion: transformational leadership and transactional leadership style impact on airborne middle internalization are significantly positive correlation, that two kinds of leadership style on airborne process of the internalization of middle managers have significant relationship, the influence of leadership style characteristics, the more obvious, namely the relationship conflicts need to be solved in the process of internalization necessity is stronger;Transformational leadership style and tasks at the same time the empirical analysis it is concluded that significant negative correlation relationship conflict, that airborne after entering the new service, in the middle of the interpersonal conflict shall be in the front of the treatment on task relationship conflict, preferential access to a wide range of information and resources to support and good trust relationship, to maximize their own leadership style characteristics.Finally, on the basis of the results of the study, the Panel proposes an effective alternative to managing the introduction of new intermediaries into the management of the company's human resources and presents the future-oriented research prospects. Key words: Airborne;Middle Manager;Leadership Style;Internalization Process IV 目 录 摘要...............................................................I ABSTRACT...........................................................II 目 录..............................................................IV 1 引言.............................................................1 1.1选题背景......................................................1 1.2 研究意义......................................................2 1.2.1 理论意义..................................................2 1.2.2 现实意义..................................................3 1.3 论文的结构与框架..............................................3 2 文献综述.........................................................5 2.1 领导风格研究..................................................5 2.1.1 领导风格分类研究..........................................6 2.2 员工内部化研究................................................8 2.2.1 内部化过程研究............................................8 2.2.2 内部化冲突影响因素.......................................10 2.3 员工-组织匹配理论............................................10 3 研究假设及理论模型构建..........................................13 3.1 研究对象.....................................................13 3.1.1 中层管理人员的概念.......................................13 3.1.2 中层管理人员的特点.......................................13 3.1.3 空降中层的概念及特点.....................................13 3.2 研究假设.....................................................14 3.3 研究模型.....................................................15 3.4 研究设计.....................................................16 3.4.1 问卷设计.................................................16 3.4.2 研究过程.................................................17 3.4.3 初始调查与数据处理.......................................18 4 数据统计与分析..................................................23 4.1 正式问卷调查.................................................23 4.1.1正式问卷描述性分析.......................................23 4.1.2 领导风格对空降中层内部化冲突影响的现状分析...............25 V 4.2 调查中人口统计变量对领导风格的影响分析.......................27 4.2.1 性别对领导风格的差异性分析...............................27 4.2.2 年龄对领导风格的差异性分析...............................28 4.2.3 学历对领导风格的差异性分析...............................29 4.2.4 任职年限对领导风格的差异性分析...........................29 4.2.5 职务层次对领导风格的差异性分析...........................32