领导的两个面孔:转型和滥用途径的工作满意度,情感的组织承诺,和营业额的意图
Sílvia Lopes1,2, Rita Lourinho Miguel1, Diogo Cerdeira1
1University of Coimbra, Faculty of Psychology and Educational Sciences, Coimbra, Portugal.
Psychological reports
|February 17, 2026
概括
变革型领导力提高了工作满意度和承诺,减少了营业额的意图. 滥用领导力有相反的效果,强调了积极领导力对员工留守的重要性.
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
背景情况:
- 领导风格显著影响员工的态度和留守.
- 了解工作满意度和情感组织承诺的调解作用对于员工留守至关重要.
研究的目的:
- 检查转型型和滥用领导风格与员工流动意图之间的关系.
- 在这些关系中调查工作满意度和情感组织承诺的调解效应.
主要方法:
- 调查数据来自304名在葡萄牙各个组织的员工.
- 对领导风格,工作满意度,情感组织承诺和营业额意图的验证措施.
- 连续的多重回归分析与引导程序.
主要成果:
- 变革性领导力与工作满意度和情感组织承诺正相关,与营业额意图负相关.
- 滥用领导表现出相反的关联.
- 工作满意度和情感组织承诺负面地预测了营业额的意图,调解了领导风格与营业额意图的联系.
结论:
- 积极和消极的领导风格对员工的态度和营业额意图产生了截然不同的影响.
- 工作满意度和情感的组织承诺是员工留守的关键媒介.
- 组织应培养积极的领导力,以增强员工的留守能力.
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