支持型领导行为在工作压力模型中的作用机制研究
发布时间：2018-10-19 20:33
【摘要】：本研究调查了 1 3个企业共 2 1 8位员工 ,探讨了支持型领导行为在角色冲突、人际冲突、缺乏成就与发展 (压力源 )和工作满意感、工作焦虑 (压力反应 )之间的作用机制。研究发现 :(1 )支持型领导行为对工作满意感和工作焦虑有主效应 ,但是由于逆向缓冲的存在 ,支持型领导行为的主效应并不总是对的 ,我们必须在更大的范围中考虑领导行为的效应 ;(2 )缓冲效应的六个假设只有一个被证明 ,但是方向相反 ,即支持型领导行为加剧了由人际冲突造成的工作不满意感 ;(3)两个中介模型的部分关系被证明 ,但是我们很难确定是支持型领导行为的弱化效应还是评价作用。为了更好地说明因果关系 ,在将来的研究中纵
[Abstract]:This study investigated 213 employees in 13 enterprises, and explored the role conflict, interpersonal conflict, lack of achievement and development (stressor) and job satisfaction of supportive leadership behavior. The mechanism of job anxiety (stress response). The results show that: (1) supportive leadership behavior has the main effect on job satisfaction and job anxiety, but the main effect of supportive leadership behavior is not always correct because of the existence of reverse buffer. We must consider the effects of leadership behavior on a larger scale; (2) only one of the six assumptions of the buffer effect has been proved, but in the opposite direction. That is, the supportive leadership behavior exacerbates the sense of job dissatisfaction caused by interpersonal conflict; (3) the relationship between the two intermediary models has been proved, but it is difficult to determine whether it is the weakening effect of supportive leadership behavior or the role of evaluation. To better illustrate causality, in future studies
【作者单位】： 浙江大学心理与行为科学系 浙江大学心理与行为科学系
【分类号】：C933
本文编号：2282286
[Abstract]:This study investigated 213 employees in 13 enterprises, and explored the role conflict, interpersonal conflict, lack of achievement and development (stressor) and job satisfaction of supportive leadership behavior. The mechanism of job anxiety (stress response). The results show that: (1) supportive leadership behavior has the main effect on job satisfaction and job anxiety, but the main effect of supportive leadership behavior is not always correct because of the existence of reverse buffer. We must consider the effects of leadership behavior on a larger scale; (2) only one of the six assumptions of the buffer effect has been proved, but in the opposite direction. That is, the supportive leadership behavior exacerbates the sense of job dissatisfaction caused by interpersonal conflict; (3) the relationship between the two intermediary models has been proved, but it is difficult to determine whether it is the weakening effect of supportive leadership behavior or the role of evaluation. To better illustrate causality, in future studies
【作者单位】： 浙江大学心理与行为科学系 浙江大学心理与行为科学系
【分类号】：C933
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