家长式领导、员工信任及工作绩效的关系研究

发布时间：2018-05-30 10:08

本文选题：家长式领导 + 员工信任　；参考：《吉林大学》2015年硕士论文

【摘要】：近年来，经济发展瞬息万变，领导对整个企业的影响作用日渐重要，学者们关于领导理论的研究成果也越来越丰硕，但是成熟的领导理论多数来自北美或西欧等地区，我国本土化的领导理论相对较少。家长式领导作为逐步成熟的本土化领导理论越发吸引学者们的关注，这种领导方式有别于传统的西方领导理论，呈现一种“大家长”式的领导风格，其有效性根植于我国长期形成的传统文化。但当下中国传统文化正受到外来文化的冲击，家长式领导风格在当代社会背景下的有效性受到了部分学者的质疑，一些西方学者试图否定家长式领导的有效性，否认其对企业管理过程中所做的贡献，但是，中国企业在最近的几十年里始终保持健康有序的发展势头，学者们对家长式领导的质疑是否合理？家长式领导能否与时俱进地适应企业发展的现状？这些都需要学者们的进一步探讨，以及管理者在实践中的逐步检验。本文通过对文献进行理论回顾的过程中发现：家长式领导中的仁慈领导、德行领导和绩效之间关系的研究结果基本一致；但学者对于威权领导与绩效之间的关系研究并没有达成共识。因此，本文通过实证研究的方法，验证家长式领导与工作绩效之间的关系，，并试图加入员工信任作为中介变量，探究三者之间的关系，希望在理论方面对现有研究的缺口进行弥补。本文通过对以往文献的梳理，建立起了理论模型并提出如下假设：（1）家长式领导对工作绩效有影响（2）家长式领导对员工信任有影响（3）员工信任对工作绩效有影响（4）员工信任在家长式领导与工作绩效之间具有中介作用为了验证提出的假设，本文采用问卷调查的方式收集数据，共收回有效问卷446份，并采用SPSS18.0对收集到的数据进行系统的分析处理，最终得出以下结论：（1）家长式领导对工作绩效的影响作用部分成立，其中仁慈领导、德行领导对工作绩效有显著正向影响，威权领导对工作绩效的影响作用不存在。（2）家长式领导对员工信任的影响作用部分成立，其中仁慈领导与德行领导对员工信任的两个维度均有显著正向影响；威权领导对情感信任存在显著负向影响，威权领导和认知信任之间的关系不成立。（3）员工信任对工作绩效有显著正向影响。（4）员工信任在家长式领导与工作绩效之间的中介作用部分成立，员工信任在威权领导与工作绩效之间不存在中介作用；情感信任在仁慈领导和工作绩效之间起部分中介作用，情感信任在德行领导与工作绩效之间起部分中介作用；认知信任在仁慈领导与工作绩效之间起完全中介作用，认知信任在德行领导与工作绩效之间起完全中介作用。通过家长式领导、员工信任、工作绩效的关系研究，有助于完善三者间的理论关系；另一方面仁慈领导与德行领导对员工信任以及工作绩效的积极影响作用，将对管理者带来一定的启示，在实施领导行为的过程中，仁慈、宽容的领导方式可能会带来更好的绩效表现，所以，部分学者对家长式领导作用的全盘否定与质疑是片面的、不客观的。但是，为了更好地适应现今社会的发展，家长式领导要结合现今的时代背景，适时的进行调整，以期更好地发挥自身有效性。
[Abstract]:In recent years, the economic development is changing rapidly. The influence of leadership on the whole enterprise is becoming more and more important, and the results of scholars' research on leadership theory are becoming more and more fruitful, but most of the mature leadership theory comes from North America or Western Europe and other regions. The localization of the leadership theory is relatively small in our country. Paternalistic leadership is the localization of the gradual maturity. The leadership theory has attracted the attention of scholars more and more. This style of leadership is different from the traditional western leadership theory and presents a "big parent" style of leadership. Its effectiveness is rooted in the traditional culture that has been formed in our country for a long time. However, the Chinese traditional culture is under the impact of foreign culture, and the patriarchal leadership style is in the contemporary social background. The effectiveness is questioned by some scholars. Some western scholars try to deny the effectiveness of paternalistic leadership and deny their contribution to the process of enterprise management. However, Chinese enterprises have maintained a healthy and orderly development momentum in recent decades. Whether scholars have questioned paternalistic leadership is reasonable and paternalistic leadership. Whether or not guidance can adapt to the current situation of enterprise development with the times? All these need further discussion by scholars and the gradual test of managers in practice.
Through a theoretical review of the literature, this paper finds that the results of the benevolent leadership in paternalistic leadership, the relationship between moral leadership and performance are basically consistent, but the scholars have not reached a consensus on the relationship between authoritarian leadership and performance.
Therefore, this paper tries to verify the relationship between paternalistic leadership and work performance through empirical research, and tries to join the employee trust as an intermediary variable to explore the relationship between the three, and hope to make up for the gap in the existing research in theory.
By combing the past literature, this article has established a theoretical model and put forward the following assumptions:
(1) paternalistic leadership has an impact on work performance
(2) paternalistic leadership has an impact on employee trust
(3) employee trust has an impact on job performance
(4) employee trust plays a mediating role between paternalistic leadership and job performance.
In order to verify the proposed hypothesis, this paper collects data by questionnaire survey, collects 446 valid questionnaires, and carries out systematic analysis and processing of the collected data with SPSS18.0, and finally draws the following conclusions:
(1) part of the impact of paternalistic leadership on work performance, in which benevolent leadership, moral leadership has a significant positive impact on work performance, and the influence of authoritarian leadership on work performance does not exist.
(2) the influence of paternalistic leadership on employee trust is partly established, in which benevolent leadership and moral leadership have a significant positive impact on the two dimensions of employee trust; authoritarian leadership has a significant negative impact on emotional trust, and the relationship between authoritarian leadership and cognitive trust is not established.
(3) employee trust has a significant positive impact on job performance.
(4) employee trust is part of the intermediary role between paternalistic leadership and job performance. Employee trust has no intermediary role between authoritarian leadership and job performance; emotional trust plays a partial intermediary role between benevolent leadership and job performance, and emotional trust plays a partial intermediary role between moral leadership and work performance; Perceived trust plays a complete mediating role between benevolent leadership and job performance, and cognitive trust plays a complete mediating role between virtue leadership and job performance.
The relationship between paternalistic leadership, employee trust and work performance will help to improve the theoretical relationship between the three. On the other hand, the positive impact of benevolent leadership and moral leadership on staff trust and work performance will bring some inspiration to the managers, and the benevolent and tolerant leadership in the process of implementing the leadership behavior. It may bring better performance performance, so some scholars' total negation and questioning of paternalistic leadership is one-sided and not objective. However, in order to better adapt to the development of today's society, paternalistic leadership should be adjusted in a timely manner with the current background of the times so as to give full play to its own effectiveness.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

【参考文献】