差异化授权领导和人际反生产性工作行为:一个链接的调解模型
Yuanzhao Song1, Haining Zhou2, Myeong-Cheol Choi1
1Department of Business, Gachon University, Seongnam 13120, Republic of Korea.
Behavioral sciences (Basel, Switzerland)
|September 28, 2024
概括
差异化授权领导力通过信任和沉默间接影响员工行为. 这项研究揭示了连锁调解效应,为领导力机制提供了新的见解.
科学领域:
- 组织行为 组织行为
- 领导力研究 领导力研究
- 工作场所心理学 工作场所心理学
背景情况:
- 差异化授权领导力旨在提高员工的参与度和绩效.
- 了解领导风格影响员工行为的间接途径对于有效管理至关重要.
- 人际反生产性工作行为 (CWB) 对团队动态和组织结果产生负面影响.
研究的目的:
- 实证地调查对领导人的信任和防御性沉默的链式影响.
- 检查差异化赋权领导和人际反生产性工作行为之间的关系.
- 探索信任和防御性沉默在这种领导行为关系中的调解作用.
主要方法:
- 对中国308名员工的配对样本数据的实证分析.
- 利用链式调解模型来评估间接影响.
- 统计分析以确定介导途径的意义.
主要成果:
- 差异化授权领导力不会直接影响人际关系的反生产性工作行为.
- 对领导者的信任作为差异化授权领导和人际反生产性工作行为之间的调解者.
- 防御性的沉默也调解了这种关系,形成了一个链接的调解效应,与对领导人的信任.
结论:
- 该研究建立了一个新的链接调解模型,以了解差异化授权领导力的影响.
- 对领导者的信任和防御性沉默是关键的干预机制,将领导风格与员工行为联系起来.
- 这些发现增强了对领导力有效性的理论理解,并为减少工作场所CWB提供了实际影响.
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