内隐领导原型对领导有效性的影响机制——领导信任的中介效应和上下级沟通频率的调节效应
发布时间：2018-11-07 10:31
【摘要】：本研究以10家制造业企业中的216名员工为研究对象,采用层级回归分析,探讨了领导实际行为与内隐领导原型的差距对员工工作满意度和组织承诺的影响,并检验了领导信任的中介作用和上下级沟通频率的调节作用。研究结果表明:领导实际行为与内隐领导原型的差距对员工工作满意度和组织承诺存在显著的负向影响;领导实际行为与内隐领导原型的差距对领导信任存在显著的负向影响;领导信任对领导实际行为与内隐领导原型的差距影响工作满意度和组织承诺的过程具有显著的中介作用;上下级沟通频率在领导实际行为与内隐领导原型的差距与领导信任之间具有显著的调节作用。
[Abstract]:In this study, 216 employees in 10 manufacturing enterprises were selected as research subjects, and hierarchical regression analysis was used to explore the effect of the gap between the actual leadership behavior and implicit leadership prototype on employee job satisfaction and organizational commitment. It also examines the mediating role of leadership trust and the regulating effect of communication frequency between superior and subordinate. The results show that the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on employee job satisfaction and organizational commitment, and the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on leadership trust. Leadership trust plays a significant intermediary role in the process of influencing job satisfaction and organizational commitment due to the gap between leadership actual behavior and implicit leadership prototype. The frequency of superior and subordinate communication plays a significant role in regulating the gap between leaders' actual behavior and implicit leadership archetypes and leadership trust.
【作者单位】： 中国科学院大学经济与管理学院;中国人民大学心理学系;
【分类号】：F272.92
，
本文编号：2316080
[Abstract]:In this study, 216 employees in 10 manufacturing enterprises were selected as research subjects, and hierarchical regression analysis was used to explore the effect of the gap between the actual leadership behavior and implicit leadership prototype on employee job satisfaction and organizational commitment. It also examines the mediating role of leadership trust and the regulating effect of communication frequency between superior and subordinate. The results show that the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on employee job satisfaction and organizational commitment, and the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on leadership trust. Leadership trust plays a significant intermediary role in the process of influencing job satisfaction and organizational commitment due to the gap between leadership actual behavior and implicit leadership prototype. The frequency of superior and subordinate communication plays a significant role in regulating the gap between leaders' actual behavior and implicit leadership archetypes and leadership trust.
【作者单位】： 中国科学院大学经济与管理学院;中国人民大学心理学系;
【分类号】：F272.92
，
本文编号：2316080
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