授权型领导力对自我效能感的影响

发布时间：2018-04-09 04:21

本文选题：授权型领导力　切入点：自我效能感　出处：《哈尔滨工业大学》2010年硕士论文

【摘要】：一直以来关于授权型领导力的研究主要致力于其影响结果上,而对其应用情境却很少有人研究。本为针对这一空白,提出了授权型领导力对员工自我效能感的影响作用模型,并且在授权型领导力和员工自我效能感之间引入了调节变量——人-岗匹配度,在考察授权型领导力对员工自我效能感影响作用的同时,检验人-岗匹配度在两个变量之间的调节效用,这也是本研究的主要创新点。本研究运用科学的方法进行了问卷调查,样本为深圳市的15家房地产企业的227名一线员工。并且运用SPSS 16.0统计软件和AMOS 5.0软件对数据进行了分析。首先,评估了量表的信度;然后,对3个变量进行了描述性和相关性分析以及验证性因子分析;最后,运用回归分析的方法检验了本研究的2个假说。本研究主要得出两个结论。首先,授权型领导力对员工的自我效能感有显著的影响作用。其次,人-岗匹配度在授权型领导力和自我效能感之间有调节作用,相比较于人-岗匹配度高的员工,对人-岗匹配度低的员工的授权更能增加其自我效能感。本研究的主要理论意义在于对授权型领导力的应用情境进行了探讨,考察其在不同的人-岗匹配度水平下对员工自我效能感的影响。本研究的主要实践意义在于为管理者对授权的应用提供了建设性意见,管理者可以着重对人-岗匹配度低的员工进行授权来提高他们的自我效能感水平。
[Abstract]:The research on empowerment leadership has been mainly focused on its impact results, but its application context is rarely studied.In order to solve this gap, this paper puts forward the model of the influence of authorized leadership on employee self-efficacy, and introduces the adjusting variable between authorized leadership and employee self-efficacy.While investigating the effect of empowerment leadership on employee self-efficacy, this paper examines the adjustment utility between the two variables, which is also the main innovation of this study.In this study, 227 front-line employees of 15 real estate enterprises in Shenzhen were investigated by scientific method.SPSS 16.0 and AMOS 5.0 are used to analyze the data.First, the reliability of the scale was evaluated; then, the descriptive and correlation analysis and confirmatory factor analysis of three variables were carried out; finally, the two hypotheses of this study were tested by means of regression analysis.There are two main conclusions in this study.First of all, empowerment leadership has a significant impact on employee self-efficacy.Secondly, the degree of person-to-post matching has a moderating effect between authorized leadership and self-efficacy. Compared with the employees with high human-post matching, the empowerment of employees with low human-post matching degree can enhance their self-efficacy.The main theoretical significance of this study is to explore the application situation of authorized leadership and its impact on employee self-efficacy under different person-to-job matching levels.The main practical significance of this study is to provide constructive advice for managers to apply delegation of authority. Managers can focus on empowering employees with low person-to-job matching degree to improve their self-efficacy level.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：C933

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