中国民营企业家长型领导行为与企业绩效关系研究
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摘要
大量研究表明，家长型领导是中国文化背景下较为传统的领导理论，由郑伯埙等人提炼后，已经成为研究中国式领导行为的重要研究范畴，研究结果也表明家长型领导行为对企业绩效有着多方面的影响。但是家长型领导行为对企业绩效的影响机制尚未得到充分的挖掘和研究，因此，家长型领导对与工作相关的态度(如员工的满意度和组织承诺等)的影响机制和路径等深入、完整地反映家长型领导内在作用原理的研究需要研究者给予更多的关注。
本研究借鉴郑伯埙及国内外相关研究成果，开发了家长型领导行为及员工工作满意、组织承诺、上下属沟通、人际和谐及企业绩效等的测量量表，利用SPSS17.0以及AMOS5.0对来自10多个行业的159份有效问卷进行了探索性因子分析和验证性因子分析，构建了相关的结构方程模型，研究结果显示：
中国文化背景下的家长型领导可以构建为三阶单因素构念，即家长型领导反映在德行领导、仁慈领导和威权领导三个维度，其中德行领导可以细分为正直和无私两个维度，仁慈领导可以细分为个别关怀和体谅宽宏两个维度，威权领导可以细分为威服专权和教诲两个维度。员工工作满意、上下属沟通、人际和谐和企业绩效都是单位构念，组织承诺是由员工的企业荣誉感和企业责任感组成的二维构念。
在家长型领导行为内部，德行领导、仁慈领导与员工工作满意、组织承诺、上下属沟通、人际和谐及企业绩效间正相关的假设得到了样本数据的支持，但是威权领导的领导效能都没有得到样本数据的正向支持，威权领导与企业绩效呈现出一致的负相关关系。在德行领导内部，无私维度的积极作用要大于正直维度；在仁慈领导内部，体谅宽宏维度的积极作用要大于个别关怀；而在威权领导内部，威服专权的负面作用要大于教诲维度。本文从中国传统文化出发就造成这些差异的原因进行了阐述，指出了平均主义思想、宽容文化和官僚主义是造成这些现象的文化背景，也是思想根源。
员工满意在家长型领导与企业绩效间的中介作用得到样本数据支持，德行领导、仁慈领导通过员工满意正向影响企业绩效，威权领导通过员工满意负向影响企业绩效。组织承诺在家长型领导与企业绩效间的中介作用部分得到样本数据的支持，其中德行领导和仁慈领导通过组织承诺正向影响企业绩效，威权领导维度则没有通过检验，说明三者之间关系不强。上下属沟通在家长型领导和企业绩效间的关系未获得样本数据的有效支持，表明家长型领导、上下属沟通与企业绩效间不存在中介传导作用。人际和谐在家长型领导与企业绩效间的中介作用得到样本数据的支持，德行领导和仁慈领导通过建立和谐的人际关系可以提升企业绩效，威权领导则不利于和谐人际关系的建立，从而不利于企业绩效的提升。
本研究结果对于管理实践有着一定的指导意义，一是中国传统的家长型领导虽然能够通过德行领导和仁慈领导对员工的工作态度施加积极影响从而提升管理效率，但是威权领导维度无疑给家长型领导行为效能的发挥制造了障碍，这就要求领导者努力克服威权领导的负面影响。上下属沟通未能在家长型领导行为和企业绩效间起到中介作用，也提醒管理者要重视制度化的沟通结果执行体系和管理制度，提升运营效率。
A mass of research indicate that Paterlistic leadership is the traditional leadershiptheories under the cultural background of Chinese. Paterlistic leadership has become aimportant research category of Chinese leadership behavior after refining by ZhengBoXunand other researcher. The result also show that Paterlistic leadership has various influenceon the enterprise performance. But the affect mechanism of Paterlistic leadershipin andwork attitude (such as employee satisfaction and organizational commitment, etc) requiresresearchers to give more attention.
This study references the achievements of ZhengBoXun et al. at home and abroad,and develops the scale of paterlistic leadership, job satisfaction, organizational commitment,communication, interpersonal harmony and enterprise performance. This researchconstructs the structure equation model and conducts the exploratory factor analysis andconfirmatory factor analysis based on159159valid questionnaires distribute more than tenindustry, and the research results show that:
The paterlistic leadership Under the cultural background of Chinese can construct asthe third order single factor structure. It is to say, paterlistic leadership consist of virtueleadership, kindness leadership and authoritarian leadership. The virtue leadership cansubdivise integrity and selfless two dimensions, kindness leadership can individual careand understanding, authoritarian leadership can subdivise authoritarian and sermon. Staffjob satisfaction, communication, interpersonal harmony and subordinate enterpriseperformance are unit construct. Organizational commitment by employees of the enterpriseis composed of the sense of honor and enterprise responsibility.
The assumptions of virtue leadership and kindness leadership are positively relatedto staff job satisfaction, organizational commitment, communication, interpersonalharmony and subordinate enterprise performance get support from sample data. But theauthoritarian leadership has negative relation with the staff job satisfaction, organizationalcommitment, communication, interpersonal harmony and subordinate enterpriseperformance. In virtue leadership internal, the positive role of selfless dimensions is greaterthan integrity. The positive role of understanding is greater than individual care in kindnessleadership. The negative influence of authoritarian is greater than sermon in authoritarianleadership. This paper point that equalitarianism, lenient culture and bureaucratism is theroot.
This paper confirmed that employee satisfaction and Interpersonal harmony have mediating role between paterlistic leadership and enterprise performance. The virtueleadership and kindness leadership have positive influence on enterprise performancethrough employee satisfaction and Interpersonal harmony, but the authoritarian leadershipis opposite. This paper also confirmed that The virtue leadership and kindness leadershiphave positive influence on enterprise performance through organizational commitment,authoritarian leadership dimensions is not through the inspection. This paper also find thatcommunication has no mediating role between paterlistic leadership and enterpriseperformance.
The results of this study has certain directive significance to management practice.The first is that the traditional Chinese paterlistic leadership can improve the efficiency ofmanagement through virtue leadership and kindness leadership, but authoritarian willoffset the positive influence. So manager must overcome the negative influence ofpaterlistic leadership. The communication has no mediating role between paterlisticleadership and enterprise performance also remind manager have to pay attention to theinstitutionalized communicate results enforcement system and management system in orderto improve operation efficiency.
本研究借鉴郑伯埙及国内外相关研究成果，开发了家长型领导行为及员工工作满意、组织承诺、上下属沟通、人际和谐及企业绩效等的测量量表，利用SPSS17.0以及AMOS5.0对来自10多个行业的159份有效问卷进行了探索性因子分析和验证性因子分析，构建了相关的结构方程模型，研究结果显示：
中国文化背景下的家长型领导可以构建为三阶单因素构念，即家长型领导反映在德行领导、仁慈领导和威权领导三个维度，其中德行领导可以细分为正直和无私两个维度，仁慈领导可以细分为个别关怀和体谅宽宏两个维度，威权领导可以细分为威服专权和教诲两个维度。员工工作满意、上下属沟通、人际和谐和企业绩效都是单位构念，组织承诺是由员工的企业荣誉感和企业责任感组成的二维构念。
在家长型领导行为内部，德行领导、仁慈领导与员工工作满意、组织承诺、上下属沟通、人际和谐及企业绩效间正相关的假设得到了样本数据的支持，但是威权领导的领导效能都没有得到样本数据的正向支持，威权领导与企业绩效呈现出一致的负相关关系。在德行领导内部，无私维度的积极作用要大于正直维度；在仁慈领导内部，体谅宽宏维度的积极作用要大于个别关怀；而在威权领导内部，威服专权的负面作用要大于教诲维度。本文从中国传统文化出发就造成这些差异的原因进行了阐述，指出了平均主义思想、宽容文化和官僚主义是造成这些现象的文化背景，也是思想根源。
员工满意在家长型领导与企业绩效间的中介作用得到样本数据支持，德行领导、仁慈领导通过员工满意正向影响企业绩效，威权领导通过员工满意负向影响企业绩效。组织承诺在家长型领导与企业绩效间的中介作用部分得到样本数据的支持，其中德行领导和仁慈领导通过组织承诺正向影响企业绩效，威权领导维度则没有通过检验，说明三者之间关系不强。上下属沟通在家长型领导和企业绩效间的关系未获得样本数据的有效支持，表明家长型领导、上下属沟通与企业绩效间不存在中介传导作用。人际和谐在家长型领导与企业绩效间的中介作用得到样本数据的支持，德行领导和仁慈领导通过建立和谐的人际关系可以提升企业绩效，威权领导则不利于和谐人际关系的建立，从而不利于企业绩效的提升。
本研究结果对于管理实践有着一定的指导意义，一是中国传统的家长型领导虽然能够通过德行领导和仁慈领导对员工的工作态度施加积极影响从而提升管理效率，但是威权领导维度无疑给家长型领导行为效能的发挥制造了障碍，这就要求领导者努力克服威权领导的负面影响。上下属沟通未能在家长型领导行为和企业绩效间起到中介作用，也提醒管理者要重视制度化的沟通结果执行体系和管理制度，提升运营效率。
A mass of research indicate that Paterlistic leadership is the traditional leadershiptheories under the cultural background of Chinese. Paterlistic leadership has become aimportant research category of Chinese leadership behavior after refining by ZhengBoXunand other researcher. The result also show that Paterlistic leadership has various influenceon the enterprise performance. But the affect mechanism of Paterlistic leadershipin andwork attitude (such as employee satisfaction and organizational commitment, etc) requiresresearchers to give more attention.
This study references the achievements of ZhengBoXun et al. at home and abroad,and develops the scale of paterlistic leadership, job satisfaction, organizational commitment,communication, interpersonal harmony and enterprise performance. This researchconstructs the structure equation model and conducts the exploratory factor analysis andconfirmatory factor analysis based on159159valid questionnaires distribute more than tenindustry, and the research results show that:
The paterlistic leadership Under the cultural background of Chinese can construct asthe third order single factor structure. It is to say, paterlistic leadership consist of virtueleadership, kindness leadership and authoritarian leadership. The virtue leadership cansubdivise integrity and selfless two dimensions, kindness leadership can individual careand understanding, authoritarian leadership can subdivise authoritarian and sermon. Staffjob satisfaction, communication, interpersonal harmony and subordinate enterpriseperformance are unit construct. Organizational commitment by employees of the enterpriseis composed of the sense of honor and enterprise responsibility.
The assumptions of virtue leadership and kindness leadership are positively relatedto staff job satisfaction, organizational commitment, communication, interpersonalharmony and subordinate enterprise performance get support from sample data. But theauthoritarian leadership has negative relation with the staff job satisfaction, organizationalcommitment, communication, interpersonal harmony and subordinate enterpriseperformance. In virtue leadership internal, the positive role of selfless dimensions is greaterthan integrity. The positive role of understanding is greater than individual care in kindnessleadership. The negative influence of authoritarian is greater than sermon in authoritarianleadership. This paper point that equalitarianism, lenient culture and bureaucratism is theroot.
This paper confirmed that employee satisfaction and Interpersonal harmony have mediating role between paterlistic leadership and enterprise performance. The virtueleadership and kindness leadership have positive influence on enterprise performancethrough employee satisfaction and Interpersonal harmony, but the authoritarian leadershipis opposite. This paper also confirmed that The virtue leadership and kindness leadershiphave positive influence on enterprise performance through organizational commitment,authoritarian leadership dimensions is not through the inspection. This paper also find thatcommunication has no mediating role between paterlistic leadership and enterpriseperformance.
The results of this study has certain directive significance to management practice.The first is that the traditional Chinese paterlistic leadership can improve the efficiency ofmanagement through virtue leadership and kindness leadership, but authoritarian willoffset the positive influence. So manager must overcome the negative influence ofpaterlistic leadership. The communication has no mediating role between paterlisticleadership and enterprise performance also remind manager have to pay attention to theinstitutionalized communicate results enforcement system and management system in orderto improve operation efficiency.
引文
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