领导情绪劳动对员工组织认同影响的跨层次研究

发布时间：2019-01-16 07:34

【摘要】：组织研究者和实践者普遍认为工作中需要依靠理性提高效率,因此有关组织中情绪的研究并没有受到重视。然而,工作情境下的情绪和情绪管理问题一直是隐含在管理实践与发展的核心问题。在组织中,领导的情绪表现会影响到下属员工的工作态度和行为,从而影响到企业的生存发展。为了领导的有效性,领导应该选择合适的情绪表现方式,塑造变革型领导风格来增加员工对组织的认同感,从而激发员工的积极工作行为。领导情绪劳动对员工的工作态度和行为的作用机制是未来理论和实践届积极讨论的课题。本文首先对领导情绪劳动、变革型领导风格和组织认同相关理论进行综述,并基于社会交换理论、情感事件理论和内隐领导理论分析变量的相关关系;针对中国的文化背景下,探讨领导情绪劳动对员工组织认同影响,变革型领导在两者关系中的中介作用以及领导成员交换关系对变革型领导和组织认同的关系的调节作用,提出理论模型和研究假设;以银行、房地产和科技咨询公司的120名中高层领导及其下属员工为研究对象。进行实地调查,搜集数据,验证假设,得到研究结果;最后概括说明本研究的结论,指出研究局限,提出未来研究的建议。研究结果表明:浅层行为与组织认同负相关,深层行为与组织认同正相关,真实情绪表现与组织认同正相关;浅层行为与变革型领导负相关,深层行为与变革型领导正相关,真实情绪表现与变革型领导正相关;变革型领导在领导情绪劳动和员工组织认同之间起部分中介作用;领导交换关系在变革型领导和组织认同的关系中起调节作用。本文深入探讨领导情绪劳动、变革型领导风格和组织认同的相互关系,将进一步丰富领导情绪劳动的相关研究。与此同时,研究结果将为中国企业的管理实践,尤其是为领导者选择合适的情绪表现方式和领导风格,进一步增加员工对组织的认同感,进而提升管理效率具有指导意义。
[Abstract]:Organization researchers and practitioners generally believe that the work needs to rely on rationality to improve efficiency, so the study of emotion in the organization has not been paid attention to. However, emotional and emotional management problems are always the core problems hidden in management practice and development. In the organization, the emotional performance of the leadership will affect the work attitude and behavior of the subordinates, thus affecting the survival and development of the enterprise. In order to be effective, the leader should choose the appropriate emotional expression style and create the transformational leadership style to increase the employee's identity to the organization, thus to stimulate the employee's positive work behavior. The action mechanism of leading emotional labor on employee's work attitude and behavior is an active topic to be discussed in theory and practice in the future. Firstly, this paper summarizes the related theories of leadership emotional labor, transformational leadership style and organizational identity, and analyzes the correlation of variables based on social exchange theory, emotional event theory and implicit leadership theory. In view of the cultural background of China, this paper probes into the influence of emotional labor of leadership on the organizational identity of employees, the intermediary role of transformational leadership in the relationship between the two, and the moderating role of the exchange of leadership members on the relationship between transformational leadership and organizational identity. Put forward the theoretical model and research hypothesis; A total of 120 middle-and senior executives from banks, real estate and technology consulting firms and their employees were studied. Through field investigation, data collection, hypothesis verification and research results, the conclusion of this study is summarized, the limitations of the study are pointed out, and suggestions for future research are put forward. The results show that: superficial behavior is negatively related to organizational identity, deep behavior is positively related to organizational identity, and real emotional performance is positively related to organizational identity; Superficial behavior is negatively correlated with transformational leadership, deep behavior is positively correlated with transformational leadership, real emotional performance is positively correlated with transformational leadership, transformational leadership plays a part of intermediary role between leadership emotional labor and employee organizational identity. The leadership exchange relationship plays a regulatory role in the relationship between transformational leadership and organizational identity. This paper probes into the relationship between leadership emotional labor, transformational leadership style and organizational identity, which will further enrich the research on leadership emotional labor. At the same time, the results of the study will provide guidance for the management practice of Chinese enterprises, especially the choice of appropriate emotional expression style and leadership style for the leaders, and further increase the employees' identity to the organization, and then enhance the management efficiency.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

【相似文献】