差序式领导对员工主动行为的影响研究

发布时间：2018-03-07 18:23

本文选题：差序式领导　切入点：组织认同　出处：《中南林业科技大学》2017年硕士论文　论文类型：学位论文

【摘要】：差序式领导行为是近年来比较热门的华人企业管理议题,目前比较流行的研究取向是从宽容信任、沟通照顾和提拔奖励三个维度的偏私行为来探讨差序式领导行为对员工工作态度和工作行为产生的具体影响。本研究正式遵循这一研究取向,探讨中国文化背景下差序式领导及其三个维度与员工主动行为的关系,分析组织认同在差序式领导与主动行为关系中的中介作用。本文采用实证研究方法,对差序式领导、组织认同和主动行为的测量均采用中国文化背景下开发的成熟量表,在386份有效问卷的基础上,运用SPSS和AMOS进行信度分析、效度分析、相关性分析、方差分析及回归分析等对研究假设进行验证和分析。本文的主要研究结论有:(1)人口统计学变量:性别、年龄、教育背景、工作年限、职位、企业性质及入职方式对员工主动行为均具有显著的影响。(2)差序式领导的三种偏私行为对员工主动行为的影响不尽相同。具体来说,差序式领导之宽容信任对员工主动行为的三个维度具有显著的负向影响,差序式领导之沟通照顾与提拔奖励对员工主动行为的三个维度均具有显著的正向影响。(3)组织认同在差序式领导与员工主动行为之间起部分中介作用。本研究在一定程度上为企业提供了一些管理建议,企业管理者应该塑造积极的差序式领导风格,提高员工的组织认同感,避免关系的狭隘化,促进主动行为的产生。最后,对本研究中存在的一些不足以及对未来研究的展望做出了说明。
[Abstract]:Differential leadership behavior is a hot topic in the management of Chinese enterprises in recent years. At present, the popular research orientation is from the perspective of tolerance and trust. The three dimensions of communication care and promotion reward were used to explore the specific influence of differential leadership behavior on employee's work attitude and work behavior. This paper probes into the relationship between differentiated leadership and its three dimensions and the active behavior of employees under the Chinese cultural background, and analyzes the intermediary role of organizational identity in the relationship between differentiated leadership and active behavior. The measurement of organizational identity and active behavior was based on the mature scale developed under the background of Chinese culture. On the basis of 386,valid questionnaires, reliability analysis, validity analysis and correlation analysis were carried out by using SPSS and AMOS. The main conclusions of this paper are as follows: sex, age, educational background, working years, position. The nature of the enterprise and the way of entry have significant influence on the employee's active behavior. (2) the influence of the three kinds of personal behavior of the differential leadership on the employee's active behavior is not the same. In particular, the influence of the three kinds of personal behavior on the employee's active behavior is not the same. The tolerance and trust of differential leadership has a significant negative impact on the three dimensions of employees' active behavior. The communication care and promotion of differential leadership have significant positive influence on the three dimensions of employees' active behavior.) organizational identity plays a part of intermediary role between differentiated leadership and employee active behavior. To a certain extent, it provides some management advice for enterprises, Enterprise managers should create a positive leadership style, improve the organizational identity of employees, avoid the narrow relationship, promote the emergence of active behavior. Some shortcomings in this study and prospects for future research are described.
【学位授予单位】：中南林业科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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