领导授权行为与员工的心理授权、适应性绩效的关系研究
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摘要
适应性绩效是在组织环境下，个体为适应不断变化的工作需要和环境的动态性变化采取的行为。心理授权是指个体所体验到的心理状态或认知的综合体，它包括工作意义、自我效能、自我决定以及工作影响。领导授权行为是指领导授予员工权力的行为，它可以唤起员工的内部任务动机、可以帮助组织完成目标、提升组织效能。有研究表明，心理授权作为中介因素在揭示领导行为与员工绩效的关系中扮演着重要角色；那么领导授权行为对员工适应性绩效影响作用机制是否可以用心理授权来解释？以往对三者的研究都是从员工个体层面进行的，而并未探讨企业员工对于领导授权行为、心理授权的共享知觉而形成企业领导授权行为、企业心理授权作为组织特征是否会对个体行为产生影响以及作用机制是什么？本研究采用问卷法，分别在不同地区，选取不同性质的企业的员工进行实证研究，逐步探讨企业员工个体层面上领导授权行为、心理授权、适应性绩效的关系，以及企业层面的领导授权行为、心理授权与适应性绩效的关系。研究结果表明；
1.员工在领导授权行为、心理授权以及适应性绩效上显示出个体差异。
2.领导授权行为有效预测适应性绩效。
3.心理授权在领导授权行为对适应性绩效的影响中起着部分中介作用。
4.心理授权的四个维度在领导授权行为对适应性绩效的影响中有着多重中介的作用。
5.企业层面的领导授权行为对个体层面的适应性绩效有显著预测作用。
6.企业层面的心理授权在企业层面的领导授权与个体层面的适应性绩效的关系中起着跨层次的全中介作用。
7.企业层面的领导授权行为与企业层面的心理授权共同跨层次调节个体层面心理授权对适应性绩效的影响。
Adaptive performance (AP) refers to the behaviors that individuals will take to adaptto diverse task demands and environments varying dynamically in organization.Psychology empowerment (PE) refers to the state that is considered to be a cognitive statecharacterized by a sense of meaning of work, self-efficacy, self-determination and impacton work. Empowering leadership behavior (ELB) encompasses a range of conducts thatleader in the organization authorize employees, which not only can arouse internal taskmotivation of stuffs but can help organization achieve aims and improvement of efficiency.A lot of researches indicate that PE as mediator has an important effect on relation betweenleader’s behaviors and stuff’s performance; but whether the same mechanism of action, PEas mediator, is applied to inflect how ELB influences AP? Previous researches about threevariables focused on individual-level but not enterprise-level. Based on shared perceptionto ELB and EP that stuffs have in company, if ELB and EP of enterprise-level as onecharacter of enterprise will affect individual performance？And what the mechanism ofactions is? This testified study used questionnaire method respectively to analyze towkinds of effect, in which one is about ELB, EP and AP as well as correlation atindividual-level, the other one is on the correlation in ELB at cluster-level and EP at cluster-level along with AP at individual-level. Samples are from enterprises whose ownershipsystem is different in4cities of China. The results are showed as follows.
1. There was significant difference on ELB, PE and AP of employees.
2. AP was predicted significantly by ELB of employees.
3. PE mediated the relation partially between ELB and PE of employees.
4. The four dimensions of PE were the four paralleled mediator on ELB and AP.
5. ELB at cluster-level predicted AP at individual-level significantly.
6. EP at cluster-level as cross-level mediation-upper mediator fully mediated therelation between ELB at cluster-level and AP at individual-level.
7. ELB at cluster-level and EP at cluster-level as cross-level moderated the relationbetween EP and AP at individual-level.
1.员工在领导授权行为、心理授权以及适应性绩效上显示出个体差异。
2.领导授权行为有效预测适应性绩效。
3.心理授权在领导授权行为对适应性绩效的影响中起着部分中介作用。
4.心理授权的四个维度在领导授权行为对适应性绩效的影响中有着多重中介的作用。
5.企业层面的领导授权行为对个体层面的适应性绩效有显著预测作用。
6.企业层面的心理授权在企业层面的领导授权与个体层面的适应性绩效的关系中起着跨层次的全中介作用。
7.企业层面的领导授权行为与企业层面的心理授权共同跨层次调节个体层面心理授权对适应性绩效的影响。
Adaptive performance (AP) refers to the behaviors that individuals will take to adaptto diverse task demands and environments varying dynamically in organization.Psychology empowerment (PE) refers to the state that is considered to be a cognitive statecharacterized by a sense of meaning of work, self-efficacy, self-determination and impacton work. Empowering leadership behavior (ELB) encompasses a range of conducts thatleader in the organization authorize employees, which not only can arouse internal taskmotivation of stuffs but can help organization achieve aims and improvement of efficiency.A lot of researches indicate that PE as mediator has an important effect on relation betweenleader’s behaviors and stuff’s performance; but whether the same mechanism of action, PEas mediator, is applied to inflect how ELB influences AP? Previous researches about threevariables focused on individual-level but not enterprise-level. Based on shared perceptionto ELB and EP that stuffs have in company, if ELB and EP of enterprise-level as onecharacter of enterprise will affect individual performance？And what the mechanism ofactions is? This testified study used questionnaire method respectively to analyze towkinds of effect, in which one is about ELB, EP and AP as well as correlation atindividual-level, the other one is on the correlation in ELB at cluster-level and EP at cluster-level along with AP at individual-level. Samples are from enterprises whose ownershipsystem is different in4cities of China. The results are showed as follows.
1. There was significant difference on ELB, PE and AP of employees.
2. AP was predicted significantly by ELB of employees.
3. PE mediated the relation partially between ELB and PE of employees.
4. The four dimensions of PE were the four paralleled mediator on ELB and AP.
5. ELB at cluster-level predicted AP at individual-level significantly.
6. EP at cluster-level as cross-level mediation-upper mediator fully mediated therelation between ELB at cluster-level and AP at individual-level.
7. ELB at cluster-level and EP at cluster-level as cross-level moderated the relationbetween EP and AP at individual-level.
引文
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