论领导情境与副职领导干部配备方式--以深圳大学实行正职对副职提名权的做法为例

权变领导理论认为，领导的有效性取决于领导风格和情境的恰当匹配，而领导与成员关系是决定情境控制的最重要因素。在我国行政事业单位中，当正职已定后，副职的配备就是影响领导绩效的一个最重要的成员关系情境因素，为了让正职在工作中有一个较好的情境环境，可以赋予正职在副职的配备过程中有一定的选择权。深圳大学在中层部门的领导职位公选工作中，借鉴了权变领导理论的观点，并与党管干部原则和公开选拔方式的特点相结合，在中层领导班子配备过程中实行了正职对副职提名的做法，在领导干部选任和管理工作中做了新的尝试。

The Leader's Situation and the Choice of the Subsidiary Leader--An Analysis of the Reform in Shenzhen University

According to the theory of a contingency model, the key to leadership effectiveness lies in the match between leadership styles and different situations. The relation between leaders and their subordinates is the most important factor in the control of the situation. In the public sector in China, with the conformation of chief leader, the appointment of the subsidiary leaders remains an important element that exerts influence on the success of leadership. Therefore it is wise to entitle chief leader the right to nominate the subsidiary leaders in order to improve the group's performance. In public election, Shenzhen University carried out the trial of nomination of the subsidiary leaders by chief leader, taking into consideration the theory of a contingency model and the principles of public election.