员工的“德”与“才”对授权型领导行为的影响机制研究
发布时间：2018-12-13 21:53
【摘要】：现今社会竞争日趋激烈,组织管理者通常使用的一种管理方式是授权,这也是组织为了提高自身竞争力而采取的一种重要方法。和其他种类领导(比如变革型领导、支持型领导、交易型领导等)相比,授权型领导的一个明显区别在于其更重视领导者和下属共享权力,以便下属领导自己并自主决策,能够独立工作。为了使组织的灵活性和效率得到提高,竞争力得到增强,企业亟需培养一批具备权力共享意识、愿意表现授权型领导行为的管理人员。伴随着授权型领导理论研究的不断深入,学术界逐渐从授权型领导的作用机制研究转向授权型领导的影响研究,但目前学术界在该领域的研究成果还相对单一、零散,主要从管理者自身视角出发进行研究。本研究基于中国情境,采用扎根理论研究方法,构建了管理者授权型领导行为的“我能(I can)”、“我愿(I am willing to)”、“我该(I should)”影响因素模型(即CWS模型)。在CWS影响因素模型的基础上,根据中国传统的“德才观”,检验员工的“德”(员工伦理行为)和“才”(员工工作绩效)与管理人员授权型领导行为的关系。笔者在福建厦门、泉州、福州等地对11家高星级饭店的420名普通员工和他们的管理人员进行了问卷调查,检验笔者的概念模型与各个假设。310份管理人员与员工的配对问卷的数据分析结果表明:(1)员工的伦理行为和员工的工作绩效都对管理者的授权型领导行为有显著的正向影响,并且管理者对员工的信任感部分中介了二者之间的关系;(2)管理者的权力地位风险考量调节了管理者对员工的信任感与授权型领导行为之间的关系。在管理者权力地位风险考量较低的情况下,管理者对员工的信任感与授权型领导行为之间的正相关关系更强。笔者根据定性和定量研究结果为企业培养授权型领导者提出了四点建议:(1)建立、健全考核监督机制,防止员工滥用权力;(2)加强对员工的培训,提高其各方面的能力;(3)建立管理人员与员工间的信任关系;(4)营造良好的授权环境。最后阐述本研究的结论、贡献、不足之处以及学术界的未来研究方向。
[Abstract]:Nowadays, the competition in society is becoming more and more intense. One of the management methods usually used by organization managers is authorization, which is also an important method adopted by organizations in order to improve their own competitiveness. One obvious difference from other types of leadership (such as transformational leadership, supportive leadership, transactional leadership, etc.) is that it places more emphasis on the sharing of power between leaders and subordinates so that they can lead themselves and make decisions on their own. Able to work independently. In order to improve the flexibility and efficiency of the organization and enhance the competitiveness, it is urgent for enterprises to cultivate a group of managers who have the sense of power sharing and are willing to show the behavior of authorized leadership. With the deepening of the research on the empowerment leadership theory, the academic circles gradually change from the role mechanism research of the authorized leadership to the influence research of the authorized leadership, but at present the academic research results in this field are relatively single and scattered. Mainly from the manager's own perspective to carry on the research. Based on the Chinese situation and using the method of rooted theory, this study constructed the "I can (I can)", "I wish (I am willing to)" and "I should (I should)" model (CWS model) of managers' authorized leadership behavior. On the basis of CWS influential factor model, according to the traditional Chinese view of "morality and ability", the relationship between employee's "morality" and "talent" (employee's performance) and managerial authorized leadership behavior is tested. In Fujian, Xiamen, Quanzhou, Fuzhou and other places, the author conducted a questionnaire survey on 420 ordinary employees and their managers in 11 high-star hotels. The results of 310 management-employee pairing questionnaires show that: (1) the ethical behavior of employees and the performance of employees both have an impact on managers' authorized leadership behavior. Have significant positive effects, And the manager's trust to the employee partly mediates the relationship between the two; (2) the consideration of managers' power position risk regulates the relationship between managers' trust in employees and authorized leadership behavior. In the case of low risk consideration of managers' power position, the positive correlation between managers' trust in employees and authorized leadership behavior is stronger. According to the qualitative and quantitative research results, the author puts forward four suggestions for enterprises to cultivate authorized leaders: (1) to establish and improve the examination and supervision mechanism to prevent the abuse of power by employees; (2) to strengthen the training of employees and improve their ability in all aspects; (3) to establish a relationship of trust between managers and employees; (4) to create a good environment for delegation of authority. Finally, the conclusion, contribution, deficiency and future research direction of this research are expounded.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
本文编号：2377309
[Abstract]:Nowadays, the competition in society is becoming more and more intense. One of the management methods usually used by organization managers is authorization, which is also an important method adopted by organizations in order to improve their own competitiveness. One obvious difference from other types of leadership (such as transformational leadership, supportive leadership, transactional leadership, etc.) is that it places more emphasis on the sharing of power between leaders and subordinates so that they can lead themselves and make decisions on their own. Able to work independently. In order to improve the flexibility and efficiency of the organization and enhance the competitiveness, it is urgent for enterprises to cultivate a group of managers who have the sense of power sharing and are willing to show the behavior of authorized leadership. With the deepening of the research on the empowerment leadership theory, the academic circles gradually change from the role mechanism research of the authorized leadership to the influence research of the authorized leadership, but at present the academic research results in this field are relatively single and scattered. Mainly from the manager's own perspective to carry on the research. Based on the Chinese situation and using the method of rooted theory, this study constructed the "I can (I can)", "I wish (I am willing to)" and "I should (I should)" model (CWS model) of managers' authorized leadership behavior. On the basis of CWS influential factor model, according to the traditional Chinese view of "morality and ability", the relationship between employee's "morality" and "talent" (employee's performance) and managerial authorized leadership behavior is tested. In Fujian, Xiamen, Quanzhou, Fuzhou and other places, the author conducted a questionnaire survey on 420 ordinary employees and their managers in 11 high-star hotels. The results of 310 management-employee pairing questionnaires show that: (1) the ethical behavior of employees and the performance of employees both have an impact on managers' authorized leadership behavior. Have significant positive effects, And the manager's trust to the employee partly mediates the relationship between the two; (2) the consideration of managers' power position risk regulates the relationship between managers' trust in employees and authorized leadership behavior. In the case of low risk consideration of managers' power position, the positive correlation between managers' trust in employees and authorized leadership behavior is stronger. According to the qualitative and quantitative research results, the author puts forward four suggestions for enterprises to cultivate authorized leaders: (1) to establish and improve the examination and supervision mechanism to prevent the abuse of power by employees; (2) to strengthen the training of employees and improve their ability in all aspects; (3) to establish a relationship of trust between managers and employees; (4) to create a good environment for delegation of authority. Finally, the conclusion, contribution, deficiency and future research direction of this research are expounded.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
【参考文献】
相关期刊论文 前10条
1 蒿坡;龙立荣;贺伟;;领导力共享、垂直领导力与团队创造力:双视角研究[J];管理科学;2014年06期
2 易健;关浩光;杨自伟;;授权型领导对员工家庭生活质量的影响[J];外国经济与管理;2014年09期
3 张鹏程;陈菲;;领导授权对创新的多层次影响机制研究:团队创新效能感的作用[J];中国人力资源开发;2014年17期
4 田在兰;黄培伦;尚航标;;基于自我认知理论的领导授权赋能行为对员工建言行为的影响[J];领导科学;2014年23期
5 邹永广;林炜铃;郑向敏;;“驴友”旅游安全事故成因机理研究——基于扎根理论范式的质性分析[J];旅游科学;2014年03期
6 宋璐璐;刘永仁;;领导授权赋能行为对员工建言的影响——组织信任、一般自我效能感的作用[J];科学决策;2014年05期
7 张瑞娟;尹鹏飞;王延泽;;性别视角下授权型领导、领导-部属交换及其二者关系[J];中国人力资源开发;2014年07期
8 林晓敏;林琳;王永丽;白新文;;授权型领导与团队绩效:交互记忆系统的中介作用[J];管理评论;2014年01期
9 谢俊;汪林;;授权型领导、主管信任与知识型员工任务行为——基于问卷调查的实证研究[J];南方经济;2014年01期
10 薛会娟;;授权型领导如何促进团队创造力?——以交互记忆系统为中介[J];科技管理研究;2013年24期
相关重要报纸文章 前1条
1 徐柳;;树立正确的德才观[N];人民日报;2010年
，本文编号：2377309
本文链接：https://www.wllwen.com/guanlilunwen/jixiaoguanli/2377309.html
