真正的领导力如何支持员工的弹性? 从认知-情感人格系统理论的解释
Xu Li1, Bingrong Li2
1School of Humanities, Tianjin Agricultural University, Tianjin, China.
真正的领导力通过增强活力和自我效能来提高员工的弹性. 然而,员工的传统性可以削弱这种对活力的影响,为组织领导力战略提供了洞察力.
科学领域:
- 组织行为 组织行为
- 心理学 心理学 心理学
- 管理科学 管理科学
背景情况:
- 组织的可持续性依赖于员工在危机期间的弹性.
- 领导力显著影响员工的弹性.
- 认知情感视角提供了一个框架,以了解领导力对性的影响.
研究的目的:
- 调查真实的领导力如何培养员工的弹性.
- 检查员工活力和角色宽度自我效能 (RBSE) 的调解作用.
- 探索员工传统性的温和效应.
主要方法:
- 研究1:对247名MBA学生进行场景实验.
- 研究2:对中国424名员工和85名领导人的两波调查数据.
- 使用定量方法来分析关系.
主要成果:
- 真正的领导力会对员工的性产生积极影响.
- 员工活力和RBSE调解了真正的领导力和弹性之间的关系.
- 员工传统性会对真正的领导和活力之间的联系产生负面影响,但不是RBSE.
结论:
- 真正的领导力是员工恢复力的关键驱动力.
- 活力和RBSE是真正的领导力运作的关键机制.
- 组织领导者可以利用真正的领导原则来增强性,考虑到传统等文化因素.
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