家长式领导对90后员工追随力的影响研究

发布时间：2019-06-29 14:43

【摘要】：家长式领导方式作为极具中国文化色彩的领导方式,近年来一直是学者们研究的重点。在有关家长式领导对员工效能、满意度等方面的研究中,学者们从多个角度研究家长式领导的效用,这方面的成果也很丰富。同时,随着领导理论研究的不断丰富与发展,学者们发现研究领导理论的视角过于单一化,学者们又从追随者的视角将领导-追随作为一体进行研究。现实角度看,将领导-追随作为整体研究,有利于完善领导理论。基于已有的研究,本文尝试将家长式领导与90后员工追随力放入一个模型中,并试图以心理授权作为作用机制,构建三者的关系模型。为了更好地测量研究的三个变量,在选择量表时,以信度好、效度优为标准,选择合适的成熟量表,结合研究的具体内容设计调查问卷。笔者对来自不同行业,从事不同工作的300名90后就业群体进行了问卷调研。将得到的数据用SPSS19.0做初步分析,再运用AMOS22.0深入分析数据,验证假设是否成立。结合分析的结果,做出以下的结论:(1)总体上看,90后员工追随力及其各个维度受家长式领导的影响是显著的。但家长式领导的不同维度对追随力的影响有差异。其中,家长式领导对90后员工追随力的影响主要来自于仁慈领导和权威领导,德行领导对追随力的影响主要体现在尊敬学习和权威维护上。(2)在家长式领导及其各个维度对90后员工追随力的影响关系中,心理授权的部分中介效应是显著的。中介效应主要体现在权威领导对90后员工追随力,仁慈领导对90后员工追随力的关系中。在德行领导对90后员工追随力的影响关系中,并没有显著的体现。
[Abstract]:Paternalistic leadership, as a very Chinese cultural leadership, has been the focus of scholars in recent years. In the research on employee effectiveness and satisfaction of parental leadership, scholars study the utility of parental leadership from many angles, and the results in this area are also very rich. At the same time, with the continuous enrichment and development of leadership theory research, scholars find that the perspective of leadership theory is too single, and scholars study leadership-follow as one from the perspective of followers. From a practical point of view, it is helpful to improve the leadership theory by taking leadership-following as a whole. Based on the existing research, this paper attempts to put paternalistic leadership and post-90s employee follow-up into a model, and tries to use psychological authorization as the mechanism to construct the relationship model of the three. In order to better measure the three variables of the study, the questionnaire was designed according to the criteria of good reliability and high validity, and the appropriate mature scale was selected according to the specific content of the study. A questionnaire survey was conducted among 300 post-90s employment groups from different industries and different jobs. The obtained data are analyzed with SPSS19.0, and then the data are analyzed deeply by AMOS22.0 to verify whether the hypothesis is valid or not. Combined with the results of the analysis, the following conclusions are drawn: (1) generally speaking, the follow-up power of post-90s employees and its various dimensions are significantly affected by parental leadership. However, the influence of different dimensions of parental leadership on follow-up power is different. Among them, the influence of parental leadership on the follow-up power of post-90s employees mainly comes from benevolent leadership and authoritative leadership, and the influence of moral leadership on follow-up power is mainly reflected in respect learning and authority maintenance. (2) in the relationship between paternalistic leadership and its various dimensions on the follow-up power of post-90s employees, part of the intermediary effect of psychological authorization is significant. The intermediary effect is mainly reflected in the follow-up power of authoritative leaders to post-90s employees and the relationship between benevolent leaders and post-90s employees. The influence of moral leadership on the follow-up power of post-90s employees is not significantly reflected.
【学位授予单位】：贵州财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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