真实型领导对员工工作绩效的影响研究

发布时间：2018-03-05 11:18

本文选题：真实型领导　切入点：员工工作绩效　出处：《天津商业大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着全球化进程的不断推进,企业间的竞争越演越烈,竞争的重点也逐渐由原来的物质资本的竞争转变为人力资本的竞争,人力资源的质量直接决定企业的绩效水平,关系到企业的生存发展。企业领导者作为组织的代表,需要带领员工和组织不断适应新环境,提升员工工作绩效,推进企业的持续不断发展。真实型领导是一种特有的正向型领导方式,指领导者在对组织内员工管理的过程中所具有的与下属共同发展、言行一致、综合各方面信息处理问题、不欺瞒下属等行为,能够积极乐观影响下属,以实现组织目标。作为本文研究的对象,真实型领导按照其内涵分为下属导向、内化道德观、平衡信息处理和诚实不欺等四个维度;工作绩效作为衡量员工特定的工作目标的完成程度,可以界定为任务绩效、关系绩效和适应绩效等维度。本研究的主要目的在于研究真实型领导方式对于员工工作绩效的影响作用和作用机理,促进现代企业管理水平的提高提供新的路径。本研究的主要内容包括以下方面:(1)围绕真实型领导和员工工作绩效开展文献研究,分别对真实型领导和员工工作绩效已有研究的概念界定、结构维度和测量方法进行研究,并最终确定本研究相应的概念、结构维度。(2)运用问卷调查和统计分析的方法,对真实型领导和员工工作绩效之间的关系进行研究。本研究通过文献研究的方法提出研究的假设并构建研究模型,随后进行调查问卷的设计和发放,收集问卷后进行分析,最终得出研究结果。(3)根据问卷调查得出的结论,结合真实型领导的相关维度,得出改善领导方式、提升员工工作绩效的管理启示。总结本研究存在的不足,并对未来的研究进行展望。本研究采用调查问卷,主要包括三方面的内容:基本信息、真实型领导量表、员工工作绩效量表。本研究共回收有效问卷252份,对于问卷进行整理,并先后通过差异性分析、相关性分析和回归分析对真实型领导与员工工作绩效之间的关系进行验证说明,并得出如下结论:(1)对真实型领导评价在人口统计学上存在差异,性别对于真实型领导的下属导向和平衡信息处理的评价存在显著差异,而年龄在对于真实型领导各维度的评价上均存在显著差异。(2)员工工作绩效在人口统计学变量上存在差异,主要体现为年龄对员工工作绩效各维度的影响,不同年龄的被试人员的工作绩效存在显著差异。(3)真实型领导正向影响员工工作绩效,即真实型领导与员工工作绩效存在显著的正相关关系。(4)真实型领导各维度与员工工作绩效各维度存在显著正相关关系。根据研究结论及分析,本研究对于改善企业领导方式方法,提高企业人力资源管理水平,进而促进员工工作绩效提升,提出如下对策:(1)以下属为导向,努力提升领导效能和员工工作绩效;(2)实现群体监督,提升领导者道德修养,强化制度约束;(3)积极拓展渠道,构建顺畅的信息和情感交流平台;(4)领导者以身作则,努力营造信任组织氛围,构建良好的人际关系。本研究创新点包括:第一,研究切入点新颖。本研究以中国企业情境为基础,运用实证研究方法,将真实型领导作为切入点展开研究,选题角度新颖;第二,丰富企业领导科学研究的成果。本研究将员工工作绩效作为真实型领导的结果变量,构建真实型领导对员工工作绩效的影响模型,通过实证来研究和验证模型,丰富和拓展了真实型领导的研究领域;第三,拓展企业绩效提升的有效途径。本研究尝试通过真实型领导对员工工作绩效的影响,探讨提升员工工作绩效和企业绩效的新途径和新方法,对于企业管理水平的提升将发挥积极作用。
[Abstract]:With the development of globalization, the competition between enterprises is becoming more intense, the focus of competition has gradually changed from the original material capital competition is the competition of human capital, the quality of human resources directly determines the enterprise's performance level, related to the survival and development of enterprises. Enterprise leaders as representatives of organizations, employees need to lead and constantly adapt to the new environment, enhance the performance of the staff, promote the enterprise's sustainable development. Authentic leadership is a unique positive leadership, a leader in process management of employees within the organization of their subordinates and common development, and various aspects of information processing, but the subordinate etc. under the positive influence to behavior, in order to achieve organizational goals. As the research object in this paper, according to the connotation of authentic leadership is divided into subordinate oriented, morality, flat The four dimensions of scale information processing and honest; work performance as the complete degree of staff specific tasks can be defined as the goal, task performance, contextual performance and adaptive performance dimensions. The main purpose of this study is the real leadership influence on job performance effect and mechanism, provide new the path to promote the development of modern enterprise management level. The main contents of this study include the following aspects: (1) literature research carried out around the authentic leadership and job performance are respectively on the performance of the existing real leadership and employee definition of structure dimension and measurement methods, and ultimately determine the corresponding research the concept of structure dimension. (2) using the methods of questionnaires and statistical analysis, to study the relationship between authentic leadership and job performance. This study by The methods of literature research and put forward research hypothesis and research model is constructed, and then design the questionnaire, collecting the questionnaire analysis, the final conclusion. (3) according to the survey concluded, combined with the relevant dimensions of authentic leadership, can improve leadership style, enhance the management staff performance. Summarizes the shortcomings of this study, and the future research prospects. This research adopts questionnaire mainly includes three aspects: basic information, authentic leadership scale and job performance scale. In this study, a total of 252 valid questionnaires, the questionnaire were collected and successively by difference analysis correlation analysis and regression analysis on the relationship between authentic leadership and job performance are verified, and the conclusions are as follows: (1) of authentic leadership in demographic evaluation There are differences in gender, authentic leadership subordinate evaluation guide and balance of information processing has significant differences, and age in the evaluation for authentic leadership dimensions there are significant differences. (2) there are differences in the demographic variables, job performance, mainly for the influence of age on job performance dimensions the subjects there are significant differences in the performance of staff. (3) authentic leadership has a positive effect on employee job performance, that there is a significant positive correlation between authentic leadership and job performance. (4) authentic leadership dimensions and job performance have significant positive correlation. According to the study conclusion and analysis, this research to improve the enterprise leadership methods, improve the level of enterprise human resources management, to improve staff performance, put forward the following countermeasures: (1) the following genera The guidance, efforts to improve the effectiveness of leadership and job performance; (2) implementation of the group supervision, enhance the leadership morality, strengthening institutional constraints; (3) actively expand the channel construction of smooth information and emotional communication platform; (4) the leader leads, and strive to create a trust organization atmosphere, build good relationships in this research. Innovations include: first, the research point. This research is based on the novel Chinese enterprise situation, the use of empirical research methods, the authentic leadership is the starting point of the study, the topic is novel; second, rich enterprise leading scientific research achievements. This study will work performance as a true leadership outcome variable. The construction model of the impact of authentic leadership on employees' performance, through empirical analysis to study and validate the model, enrich and expand the research field of authentic leadership; third, expand the enterprise performance improvement Effective way. This study attempts to explore the influence of authentic leadership on employees' work performance, and explore new ways and new ways to improve employee performance and performance, which will play a positive role in the improvement of enterprise management level.

【学位授予单位】：天津商业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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