在当今社会，领导与员工的矛盾问题备受关注，给企业造成了一定的影响，甚至是声誉风险和经济损失。服务型领导因其积极影响而备受员工的青睐，也引起研究学者与企业界的更多关注。本研究基于自我决定理论，研究服务型领导分别对员工工作繁荣、反生产行为的影响，同时探讨员工对领导的喜爱与心理权利对两个关系的调节效果。

本研究首先采用访谈法，对6名被访人分别进行了访谈，对服务型领导与员工工作繁荣、反生产行为的关系进行了初步检测，并对调节变量的作用进行了初步探讨。为进一步验证本研究的假设，后续采用了问卷研究法，通过问卷设计与259份有效问卷的数据分析，得出如下结论：第一，服务型领导能有效促进工作繁荣；第二，服务型领导能有效削弱反生产行为；第三，员工对领导的喜爱调节了服务型领导与工作繁荣的关系，其中，员工对领导的喜爱处于高水平时，服务型领导对工作繁荣的促进作用更为突出，员工对领导的喜爱处于低水平时，服务型领导对工作繁荣的影响并不显著；第四，员工对领导的喜爱调节了服务型领导与反生产行为的关系，员工越是喜爱自己的领导，其反生产行为越容易受到服务型领导的抑制，当对领导的喜爱处于低水平时，服务型领导对反生产行为的影响并不显著；第五，心理权利在服务型领导与反生产行为的关系间发挥调节作用；其中，员工心理权利程度较低时，服务型领导对反生产行为的抑制作用较强，员工心理权利程度较高时，服务型领导对反生产行为的影响不显著；最后，心理权利在服务型领导与工作繁荣的关系间的调节作用并不显著。

本研究也结合这些结论对阿里巴巴等实际管理现象进行了比照和分析。建议在组织中积极倡导践行服务型领导方式；在组织中开展“倾听行动”，了解员工的真实情感与需求；在招聘与干部选拔环节加强人员甄选，选择心理权利低的员工进入组织；鼓励创建氛围良好、充满活力与激情的学习型组织。最后，对研究不足进行了分析并给予展望。

In today's society, the contradiction between leaders and employees has attracted much attention, which has caused certain impact on enterprises, even reputation risks and economic losses. Servant leadership is favored by employees because of its positive impact, and has also attracted more attention from researchers and enterprises. Based on the self-determination theory, this study studies the impact of servant leadership on thriving at work and counterproductive work behavior respectively, and explores the moderating effect of employees' liking for leaders and psychological entitlement on the two relationships.

The study used the interview method to interview six interviewees respectively at first, preliminarily tested the relationship between servant leadership and thriving at work, as well as the relationship between servant leadership and CWB, and preliminarily discussed the role of moderating variables. In order to further verify the hypothesis of this study, the questionnaire research method is adopted. Through questionnaire design and data analysis of 259 valid questionnaires, the results are as follows. Firstly, servant leadership can effectively promote employees’ thriving at work; Secondly, servant leadership can effectively weaken counterproductive work behavior. Thirdly, liking moderates the relationship between servant leadership and thriving at work. When employees' liking for leaders is at a high level, servant leadership plays a more prominent role in promoting thriving at work; when employees’ liking is at a low level, the impact of servant leadership on thriving at work is not significant. Fourthly, liking moderates the relationship between servant leadership and counterproductive work behavior. The more employees like their leaders, the more likely the CWB will be inhibited by servant leadership. Fifthly, psychological entitlement plays a moderating role in the relationship between servant leadership and CWB; Among them, when the degree of employees' psychological entitlement is low, servant leadership has a strong inhibitory effect on CWB; when the degree of employees' psychological entitlement is high, the influence of servant leadership on CWB is not significant. Lastly, the moderating effect of psychological rights on the relationship between servant leadership and thriving at work is not significant.

This study also combines these results to Alibaba and other actual management phenomena for comparison and analysis. It is suggested to actively advocate and practice servant leadership in the organization; Carry out "listening action" in the organization to understand the real feelings and needs of employees; Strengthen personnel selection in the process of recruitment and cadre selection, and select employees with low psychological entitlement to enter the organization; Encourage the establishment of a learning organization with good atmosphere, full of vitality and passion. Finally, the shortcomings of the research are analyzed and the prospects are given.