谦卑型领导行为对知识型员工离职倾向的影响研究：工作嵌入的中介作用

发布时间：2019-04-18 23:19

【摘要】：随着经济全球化的不断发展,任何企业都面临着来自全世界范围的激烈竞争。在知识经济时代,信息与知识成为了最重要的战略性资源,并且发挥着越来越大的作用。面对越来越不确定、不可预测与动态化的组织环境,领导者想要一如既往地采用“自上而下”的领导方式进行有效领导已变得越来越不可能。当前的组织具有复杂化与多元化的特点,领导者不可能拥有足够的智力与精力去了解所有的知识以实现对全局的完全掌控,他们需要采用“自下而上”的领导方式,让知识型员工更多地参与到组织的决策过程中,充分发挥他们的聪明才智。作为一种“自下而上”的领导方式,谦卑型领导行为是领导风格领域的一个新兴研究问题,受到研究者的广泛关注,但是其有效性与作用机制尚未得到充分的实证检验。基于对现有文献的梳理与总结,本文研究谦卑型领导行为、工作嵌入与知识型员工离职倾向之间的关系,并提出一个概念模型来阐释三者之间的相互作用机制。本研究通过现场问卷与网络问卷的调查方法共收集297份知识型员工数据,并通过SPSS与AMOS软件运用结构方程模型对所得样本资料进行数学统计分析。本文以谦卑型领导行为为自变量,工作嵌入为中介变量,离职倾向为结果变量,并对这些概念进行了归纳与界定,然后从理论角度论证了谦卑型领导行为对知识型员工离职倾向的影响以及工作嵌入在其中发挥的中介作用,最后用问卷调查所得的中国知识型员工数据对本文所提出的假设进行了实证检验。研究结果显示:谦卑型领导行为对知识型员工的离职倾向有显著的负向影响;工作嵌入在谦卑型领导行为与知识型员工离职倾向之间发挥完全中介作用。最后,本文分析研究结论,总结研究局限,并提出了一些具有现实意义的建议以帮助企业管理者改善其领导风格。
[Abstract]:With the continuous development of economic globalization, any enterprise is facing fierce competition from all over the world. In the era of knowledge economy, information and knowledge have become the most important strategic resources, and play a more and more important role. In the face of increasingly uncertain, unpredictable and dynamic organizational environments, it has become increasingly impossible for leaders to adopt a "top-down" leadership approach to effective leadership as always. Today's organizations are characterized by complexity and diversity. Leaders cannot have enough intelligence and energy to understand all knowledge to achieve complete control of the overall situation. They need to take a "bottom-up" approach to leadership. Let knowledge workers more participate in the decision-making process of the organization, and give full play to their intelligence. As a kind of "bottom-up" way of leadership, humble leadership behavior is a new research problem in the field of leadership style, which has been widely concerned by researchers, but its effectiveness and mechanism has not been fully tested. Based on the review and summary of the existing literature, this paper studies the relationship between humble leadership behavior, job embedding and turnover intention of knowledge workers, and puts forward a conceptual model to explain the interaction mechanism among them. In this study, a total of 297 knowledge workers were collected by on-the-spot questionnaire and network questionnaire, and the data were statistically analyzed by using structural equation model with SPSS and AMOS software. This paper takes humble leadership behavior as independent variable, job embedding as intermediary variable, turnover intention as result variable, and generalizes and defines these concepts. Then from the theoretical point of view, the paper demonstrates the influence of humble leadership behavior on the turnover intention of knowledge workers and the intermediary role of work embedded in it. Finally, the hypothesis presented in this paper is tested empirically by using the questionnaire data of Chinese knowledge workers. The results show that the humble leadership behavior has a significant negative impact on the turnover intention of knowledge workers, and the job is embedded between the humility leadership behavior and the turnover intention of the knowledge workers, and the job is embedded in the complete intermediary role between the humility type leadership behavior and the knowledge worker turnover intention. Finally, this paper analyzes the research conclusions, summarizes the limitations of the research, and puts forward some practical suggestions to help managers improve their leadership style.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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