如何以及何时赋权领导力会影响工作绩效:双调解者模式
Hong Liang1, Hooi Hooi Lean2, Asokan Vasudevan3
1School of Management, Universiti Sains Malaysia, Pulau Pinang, Malaysia.
PloS one
|February 13, 2026
概括
赋权领导力通过促进结构赋权和团队凝聚力来提高教师工作绩效. 这项研究强调了自治如何提高教育环境中的工作场所成果.
科学领域:
- 组织心理学 组织心理学
- 教育管理的教育管理.
背景情况:
- 在教育机构中,了解影响员工工作表现的因素至关重要.
- 赋权领导力理论表明对工作成果产生积极影响.
- 弥合学校环境中领导力机制研究的差距.
研究的目的:
- 调查授权领导力对中学教师工作绩效的影响.
- 检查结构赋权和团队凝聚力的调解作用.
- 在这种情况下,测试社会交换理论和自决理论的适用性.
主要方法:
- 来自香港483名中学教师的横截面调查数据.
- 采用自我管理的调查问卷来收集数据.
- 采用部分最小方形结构方程建模 (PLS-SEM) 来测试假设和并行调解模型.
主要成果:
- 赋权领导力,结构赋权和团队凝聚力直接预测了工作绩效.
- 赋权领导力通过结构赋权和团队凝聚力的调解间接提高了工作绩效.
- 支持并行调解模型,表明有显著的间接影响.
结论:
- 赋权领导力是教师工作表现的重要驱动力.
- 结构赋权和团队凝聚力是赋权领导力运作的关键机制.
- 教育领导者应优先加强教师的工作自主性,以提高绩效.
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