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长期任职的支持员工之间的转型领导力和就业能力

Maike Blumenthal¹, Beatrice I J M Van der Heijden^2,3,4,5,6, Rikkie L Dautzenberg⁷

¹Radboud University, Nijmegen, The Netherlands.

Work (Reading, Mass.)

|January 26, 2024

概括

变革性领导力,特别是愿景表达和支持,对长期支持人员就业能力的平衡维度产生积极影响. 然而,其他领导层方面与该组的就业能力维度没有显著的相关性.

科学领域:

组织心理学组织心理学
人力资源管理人力资源管理
劳动力发展劳动力发展

背景情况:

现代工作场所需要了解影响就业能力的因素,特别是对于长期任职的支持人员,其角色可能会演变.
对有经验的员工来说,能力差距对未来的工作相关性构成风险.

研究的目的:

检查大学辅助工作人员的转型领导力和就业能力之间的关系.
识别特定的领导行为,以提高员工在不断变化的工作环境中的就业能力.

主要方法:

一项涉及236名大学辅助人员的定量研究,使用在线问卷.
评估五个就业能力维度:职业专业知识,预测/优化,个人灵活性,企业意识和平衡.
通过五个子尺度评估变革性领导力:愿景,模型,组目标,个人支持和智力刺激.

主要成果:

变革型领导的四个维度 (愿景,模型,团队目标,个人支持) 与更高的平衡得分有显著的关联.
没有发现转型型领导层子级与职业专业知识,预期/优化,个人灵活性或企业理智之间存在显著的关联.
该研究强调了某些领导行为与就业能力的平衡方面之间的特定联系.

结论:

转型型的领导力,特别是阐明愿景,提供模式,促进团队目标和提供个人支持,与长期支持人员就业能力的更好平衡有关.
研究结果表明,虽然一些领导层层面对特定的就业能力方面有积极的影响,但在这个群体中没有观察到所有层面的更广泛影响.

关键词:

领导力领导力领导力职业流动性职业流动性职业流动性就业就业就业就业就业就业就业就业职业健康职业健康职业健康工作人员发展员工发展大学的大学.

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