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赋权领导力对员工工作场所孤独的影响:一个适度调解模型
Lingyan Hou1, Wenjing Cai1,2
1School of Public Affairs, University of Science and Technology of China, Hefei, China.
Frontiers in psychology
|July 2, 2024
概括
赋权领导力通过提高自我效能来减少工作场所的孤独感. 高质量的领导对话增强了这种效果,为组织提供了打击员工孤独的策略.
科学领域:
- 组织心理学 组织心理学
- 领导力研究 领导力研究
- 员工福利 员工福利
背景情况:
- 工作场所的孤独是一个日益关注的问题,对领导干预的研究有限.
- 这项研究探讨了授权领导力在缓解孤独感方面的作用.
- 理论框架包括自决权和赋权领导力理论.
研究的目的:
- 检查授权领导力对工作场所孤独的影响.
- 探索角色宽度自我有效性的调解作用.
- 为了研究领导者与成员对话质量的调节效应.
主要方法:
- 采用了两波在线调查设计.
- 从中国公共部门的531名员工收集的数据.
- 时间滞后的研究设计,以确定因果关系.
主要成果:
- 赋权领导力积极影响角色宽度的自我效能.
- 发现授权领导力可以减少工作场所的孤独感.
- 领导者与成员的对话质量显著缓解了间接影响,放大了积极的影响.
结论:
- 赋权领导力是减少工作场所孤独感的有效策略.
- 角色宽度自我效能在这种关系中起到关键的调解作用.
- 组织应促进高质量的领导者与成员对话,以最大限度地发挥赋权领导力的好处.
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