工作—生活平衡的涓滴效应研究：责任型领导的视角
发布时间：2019-05-17 09:00
【摘要】：随着社会不断发展和科技不断革新,人们工作与生活的压力问题日益突显。职场人士的工作与生活压力是当今社会普遍关注的问题。对于如何维持工作-生活平衡这一话题的探讨和研究吸引了越来越多的企业实践者和学术派的兴趣,而领导者是员工的工作-生活平衡不可忽视的重要因素之一。与传统的领导理论相比,责任型领导基于利益相关者理论,更加关注员工的工作和生活需求。因此,本研究基于责任型领导的视角,旨在构建“领导者的工作-生活平衡对下属的工作-生活平衡的涓滴作用”的理论模型,即围绕领导者的工作-生活平衡、责任型领导、下属的工作-生活平衡三个关键变量之间的关系,利用深度访谈和扎根理论,探讨领导者的工作-生活平衡如何通过领导者的责任型领导行为对员工的工作-生活平衡的涓滴效应,并在此基础上进一步挖掘这些关键变量之间的中介机制。本文的研究过程和方法:首先,在梳理责任型领导、工作-生活平衡相关文献的基础上,拟出2份访谈提纲,一份为领导版,另一份为员工版。邀请深圳、武汉两地的10位职场人士对工作-生活平衡的话题进行深度访谈。被访者分为领导者和员工两类,他们的工作领域涉及建筑、机器人、保险、电子等行业。本研究对被访者采取一对一的面谈或电话访谈,且在获得允许的情况下对访谈的整个过程进行录音,访谈的时间平均每人约15至30分钟,最终形成了 3800多字的原始资料。其次,本研究在收集原始资料的基础之上,遵循扎根理论研究方法的程序和步骤进行整理和分析,有效地挖掘语句中的关键要素,并完整地展现各要素之间的逻辑关系,最终完成了整个模型框架的构建。研究结果表明,领导者的工作-生活平衡通过责任型领导行为对员工的工作-生活平衡存在显著的涓滴效应,具体表现在如下几方面:第一,领导者的工作-生活平衡影响责任型领导行为,领导者的工作-生活平衡主要通过领导者的成就动机的中介作用对其责任型领导行为施加影响;第二,责任型领导显著地影响员工的工作-生活平衡,并且责任型领导通过信任、心理授权、组织认同、组织公平的中介作用影响员工的工作-生活平衡;第三,领导者的工作-生活平衡对下属的工作-生活平衡,其中角色榜样、组织文化感知和积极的情绪起中介作用。
[Abstract]:With the continuous development of society and the continuous innovation of science and technology, the pressure of people's work and life is becoming more and more prominent. The work and life pressure of professionals is a common concern in today's society. The discussion and research on how to maintain work-life balance has attracted more and more interest of enterprise practitioners and academic groups, and leaders are one of the important factors that can not be ignored in the work-life balance of employees. Compared with the traditional leadership theory, responsible leadership is based on stakeholder theory and pays more attention to the work and life needs of employees. Therefore, based on the perspective of responsible leadership, this study aims to construct the theoretical model of "the trickle-down effect of work-life balance of leaders on work-life balance of subordinates", that is, work-life balance and responsible leadership of leaders. The relationship between the three key variables of work-life balance, using in-depth interviews and rooted theory, This paper discusses how the work-life balance of leaders has a trickle-down effect on the work-life balance of employees through the responsible leadership behavior of leaders, and further excavates the intermediary mechanism between these key variables. The research process and methods of this paper: first of all, on the basis of combing the relevant literature of responsible leadership and work-life balance, two interview outlines are drawn up, one for the leader version and the other for the employee version. Ten professionals from Shenzhen and Wuhan were invited to conduct in-depth interviews on the topic of work-life balance. The interviewees are divided into leaders and employees. Their fields of work include construction, robotics, insurance, electronics and so on. In this study, the interviewees were interviewed by one-to-one interview or telephone interview, and the whole process of the interview was recorded with the permission of the interviewee. The average interview time was about 15 to 30 minutes per person, and more than 3800 words of raw data were finally formed. Secondly, on the basis of collecting the original data, this study follows the procedures and steps of rooted theoretical research methods to collate and analyze, effectively excavate the key elements in the sentence, and completely show the logical relationship among the elements. Finally, the construction of the whole model framework is completed. The results show that the work-life balance of leaders has a significant trickle-down effect on the work-life balance of employees through responsible leadership behavior, which is manifested in the following aspects: first, The work-life balance of the leader affects the responsible leadership behavior, and the work-life balance of the leader mainly affects the responsible leadership behavior through the intermediary role of the leader's achievement motivation. Second, responsible leadership significantly affects the work-life balance of employees, and responsible leadership affects the work-life balance of employees through the intermediary role of trust, psychological authorization, organizational identity and organizational fairness. Third, the work-life balance of leaders plays an intermediary role in the work-life balance of subordinates, in which role models, organizational cultural perception and positive emotions play an intermediary role.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.91
本文编号：2478973
[Abstract]:With the continuous development of society and the continuous innovation of science and technology, the pressure of people's work and life is becoming more and more prominent. The work and life pressure of professionals is a common concern in today's society. The discussion and research on how to maintain work-life balance has attracted more and more interest of enterprise practitioners and academic groups, and leaders are one of the important factors that can not be ignored in the work-life balance of employees. Compared with the traditional leadership theory, responsible leadership is based on stakeholder theory and pays more attention to the work and life needs of employees. Therefore, based on the perspective of responsible leadership, this study aims to construct the theoretical model of "the trickle-down effect of work-life balance of leaders on work-life balance of subordinates", that is, work-life balance and responsible leadership of leaders. The relationship between the three key variables of work-life balance, using in-depth interviews and rooted theory, This paper discusses how the work-life balance of leaders has a trickle-down effect on the work-life balance of employees through the responsible leadership behavior of leaders, and further excavates the intermediary mechanism between these key variables. The research process and methods of this paper: first of all, on the basis of combing the relevant literature of responsible leadership and work-life balance, two interview outlines are drawn up, one for the leader version and the other for the employee version. Ten professionals from Shenzhen and Wuhan were invited to conduct in-depth interviews on the topic of work-life balance. The interviewees are divided into leaders and employees. Their fields of work include construction, robotics, insurance, electronics and so on. In this study, the interviewees were interviewed by one-to-one interview or telephone interview, and the whole process of the interview was recorded with the permission of the interviewee. The average interview time was about 15 to 30 minutes per person, and more than 3800 words of raw data were finally formed. Secondly, on the basis of collecting the original data, this study follows the procedures and steps of rooted theoretical research methods to collate and analyze, effectively excavate the key elements in the sentence, and completely show the logical relationship among the elements. Finally, the construction of the whole model framework is completed. The results show that the work-life balance of leaders has a significant trickle-down effect on the work-life balance of employees through responsible leadership behavior, which is manifested in the following aspects: first, The work-life balance of the leader affects the responsible leadership behavior, and the work-life balance of the leader mainly affects the responsible leadership behavior through the intermediary role of the leader's achievement motivation. Second, responsible leadership significantly affects the work-life balance of employees, and responsible leadership affects the work-life balance of employees through the intermediary role of trust, psychological authorization, organizational identity and organizational fairness. Third, the work-life balance of leaders plays an intermediary role in the work-life balance of subordinates, in which role models, organizational cultural perception and positive emotions play an intermediary role.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.91
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