领导授权行为、员工组织公平与组织公民行为关系研究
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摘要
经济全球化竞争的加剧,使很多企业的组织结构发生了重大变革。为了能够使企业从整体上增强应对这种变化的灵活性和有效性,很多企业授予员工更多的权利。因此,领导授权行为研究逐渐成为了组织行为学和人力资源管理领域研究的一个新亮点。所谓领导授权行为是指领导赋予员工权力的一组管理行为,通过这些行为激发员工的内在动机和提高其能力,从而给员工和组织带来更多的益处。
本研究以427名企业员工为研究对象,通过访谈、文献分析、问卷调查等方法收集资料,采用方差分析、相关分析、回归分析及结构方程分析等方法对数据进行处理。探讨了中国情景下领导授权行为的内容结构;领导授权行为对员工组织公平和组织公民行为的影响;组织公平在领导授权行为与员工组织公民行为间的中介效应;领导授权行为的不同人口学变量和不同组织变量差异。
本研究的研究结论如下:
第一,修订后的领导授权行为由以身作则、关心/互动、信息沟通、教导行为和参与决策五个维度构成。
第二,领导授权行为对员工组织公平和组织公民行为均具有显著的正向影响。
第三,组织公平在领导授权行为和员工组织公民行为之间具有显著的中介作用。但是组织公平的不同维度在领导授权行为和员工组织公民行为的不同维度之间的中介效应类型不同。
第四,领导授权行为在不同人口统计学变量和组织特征变量上存在着显著的差异。
最后,对本研究存在的不足和进一步研究要解决的问题进行了说明。
In response to increasing global economic competition, many companies have undergone dramatic structural changes. To improve the overall flexibility and efficiency of their organizations, many companies have entitled their subordinates more empowerment. Now, the research of leader empowerment behavior has become one of the critical issues in the fields of organizational behavior and human resource management. Leader empowerment behavior is generally defined as a set of learning process by increasing intrinsic motivation or improving their competence, in order to get more profit for individual and organization.
The purposes of this research were to investigate the contents of leader empowerment behavior in China,the affect of leader empowerment behavior to organizational justice and organizational citizenship behavior, the mediate effects of leader empowerment behavior between organizational justice and organizational citizenship behavior, as well as their differences in demographical variables. For these purposes,427 valid questionnaires were collected from company employees. some standard research methods, such as literature review, interview, regression analysis,correlation analysis and ANOVA, exploratory factor analysis,confirmatory factor analysis and structural equation modeling were applied for date analysis.
The main conclusions are as the following:
First, the content of leader empowerment behavior consisted of five factors for Chinese employees,which included leading by example, showing concern/interacting with the team, informing, coaching and participative decision-making.
Secondly, it was discovered that leader empowerment behavior was positively correlated with the organizational justice and organizational citizenship behavior.
Third, the organizational justice plays a mediating role between leader empowerment behavior and organizational citizenship behavior. Different factor of organizational justice have difference mediating type.
Fourth, leader empowerment behavior shows various differences in demographic variables such as sex, age, education level, job tenure and the ownership of enterprise.
Current 1imitations and future research orientation were also discussed at the end of the research.
本研究以427名企业员工为研究对象,通过访谈、文献分析、问卷调查等方法收集资料,采用方差分析、相关分析、回归分析及结构方程分析等方法对数据进行处理。探讨了中国情景下领导授权行为的内容结构;领导授权行为对员工组织公平和组织公民行为的影响;组织公平在领导授权行为与员工组织公民行为间的中介效应;领导授权行为的不同人口学变量和不同组织变量差异。
本研究的研究结论如下:
第一,修订后的领导授权行为由以身作则、关心/互动、信息沟通、教导行为和参与决策五个维度构成。
第二,领导授权行为对员工组织公平和组织公民行为均具有显著的正向影响。
第三,组织公平在领导授权行为和员工组织公民行为之间具有显著的中介作用。但是组织公平的不同维度在领导授权行为和员工组织公民行为的不同维度之间的中介效应类型不同。
第四,领导授权行为在不同人口统计学变量和组织特征变量上存在着显著的差异。
最后,对本研究存在的不足和进一步研究要解决的问题进行了说明。
In response to increasing global economic competition, many companies have undergone dramatic structural changes. To improve the overall flexibility and efficiency of their organizations, many companies have entitled their subordinates more empowerment. Now, the research of leader empowerment behavior has become one of the critical issues in the fields of organizational behavior and human resource management. Leader empowerment behavior is generally defined as a set of learning process by increasing intrinsic motivation or improving their competence, in order to get more profit for individual and organization.
The purposes of this research were to investigate the contents of leader empowerment behavior in China,the affect of leader empowerment behavior to organizational justice and organizational citizenship behavior, the mediate effects of leader empowerment behavior between organizational justice and organizational citizenship behavior, as well as their differences in demographical variables. For these purposes,427 valid questionnaires were collected from company employees. some standard research methods, such as literature review, interview, regression analysis,correlation analysis and ANOVA, exploratory factor analysis,confirmatory factor analysis and structural equation modeling were applied for date analysis.
The main conclusions are as the following:
First, the content of leader empowerment behavior consisted of five factors for Chinese employees,which included leading by example, showing concern/interacting with the team, informing, coaching and participative decision-making.
Secondly, it was discovered that leader empowerment behavior was positively correlated with the organizational justice and organizational citizenship behavior.
Third, the organizational justice plays a mediating role between leader empowerment behavior and organizational citizenship behavior. Different factor of organizational justice have difference mediating type.
Fourth, leader empowerment behavior shows various differences in demographic variables such as sex, age, education level, job tenure and the ownership of enterprise.
Current 1imitations and future research orientation were also discussed at the end of the research.
引文
[1]凌文辁,方俐洛著.心理与行为测量.北京:机械工业出版社,2003.
[2]凌文辁,方俐洛主编.英汉心理学词典.北京:机械工业出版社,2000.
[3]王明辉,凌文辁,方俐洛.后企业改制背景下的人力资源管理问题及对策.商业时代,2005,35: 34-35.
[4]郭志刚主编.社会统计分析方法--SPSS软件应用,北京:中国人民大学出版社,2001.
[5]候杰泰,温忠麟,成子娟著.结构方程模型及其应用,北京:教育科学出版社,2004.
[6]温忠麟,候杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2): 268-274.
[7]温忠麟,张雷,候杰泰,刘红云.中介效应检验程序及其应用.心理学报,2004,36(5):614-20.
[8]樊景立,钟晨波,Dennis W., Organ.组织公民行为概念范畴的归纳性分析[A].徐淑英,刘忠明主编.中国企业管理的前沿研究[C].北京:北京大学出版社,2004:398-421.
[9]俞彬彬,钟建安.?情绪智力、组织公平和组织公民行为关系的研究[J].?心理科学,2008,31(2):475-478.
[10]李超平,李晓轩,时勘,陈雪峰.授权的测量及其与员工工作态度的关系[J].心理学报,2006,38(1):99-106.
[11]刘秀英,高宝君.管理中的授权之浅见[J].商业研究,2005,8:62-63.
[12]骆旭江.?IT企业员工组织公平、组织政治知觉对压力的影响研究.硕士论文.浙江:浙江大学.2008.
[13]皮永华.?组织公正与组织公民行为、组织报复之间关系的研究—基于中国人“大七”人格维度的分析.博士论文.浙江:浙江大学.2006.
[14]王辉,武朝艳,张燕,陈昭全.领导授权赋能行为的维度确认与测量[J].心理学报,2008,40(12):1297-1305.
[15]肖自明.心理学视野中的管理者授权行为[J].宁夏大学学报,2003,25(2):110-11.
[16]张鹏.组织公平对组织公民行为的影响——基于杭州企业员工的实证研究.硕士论文.?浙江:浙江工商大学.2007.
[17]华正新.?变革型领导对组织公民行为的影响——鄂尔多斯市气象局实证研究.硕士论文.天津:天津大学.2007.
[18]张兴国.组织公民行为与心理契约、组织公平的关系研究.硕士论文.浙江:浙江大学.2006.
[19]朱瑜,凌文辁.组织公民行为理论研究的进展[J].?心理科学.2003, 26(1): 186-187.
[20]李晔,龙立荣,刘亚.组织公平感研究进展[J].心理科学进展,2003(11):78-84.
[21]杨丹丹.?企业内部领导授权与员工工作自主性研究[D].浙江:浙江大学.2006.
[22]张燕,王辉,陈昭全.授权赋能研究的进展[J].南大商学评论,2004(4):117-132.
[23]张莉,张芸.组织内部如何有效授权[J].现代管理科学,2004,1: 91-92.
[24] Adams, J, S. Inequity in social exchange. In Berkowitz, L.(Ed), Advance in experimental social psychology New York: Academic Press, 1965, 2, 267-299.
[25] Andrews, M, C., Kaemar K M. Discriminating among organizational politics, justice, and support [J]. Journal of organizational Behavior, 2001, 22: 347-366.
[26] Arnold, J. A., Arad, S. & Rhoades, J. A. et al The empowering leadership questionnaire: the construction and validation of a new scale for measuring leader behaviors [J].Journal of organizational Behavior, 2000, 21: 249-269.
[27] Barner, R. Enablement: The Key to Empowerment. Training and Development Journal, 1994, 6: 33-36.
[28] Bies, R. J., & Moag, J. F. Interactional justice: Communication criteria of fairness. In: Lewicki, R. J., Sheppard B H, Bazerman M H ed. Research on negotiations in organizations. Greenwich, CT: JAI Press, 1986. 43-55.
[29] Burke, W. Leadership as empowering others [M]. San Francisco: Jossey-Bass, 1986: 51-71.
[30] Block, P. The Empowered Manager. Positive Political Skills at Work [M]. Jossey-bass, SanFrancisco, CA. 1987.
[31] Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C., & Ng, K. Y. Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 2001, 86: 425-445.
[32] Conger, J. A. Leadership: The art of empowering others [J]. Academy of Management Executive, 1989(3): 17-24.
[33] Conger, J. A., & Kananga, R. N. The empowerment process: Integrating theory and Practice [J].Academy of management review, 1988, 13(3): 471-482.
[34] Finegan, J. E., & Laschinger, H. K. The antecedents and consequences of empowerment: A gender analysis. Journal of Nursing Administration, 2001, 31(10): 489 -497.
[35] Ford, R. C., & Fottler, M. D. Empowerment: A matter of degree [J]. Academy of Management Executive, 1995, 9(3): 21-28.
[36] Farh, J. L., Earley, P. C., & Lin, S. C. Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly, 1997, 42(3): 421-444.
[37] Greenberg, J. Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 1990, 16: 399-432.
[38] Hawks, J. H. Empowerment in nursing education: Concept analysis and application to philosophy, education: Concept analysis and application to philosophy, learning and instruction. Journal of Advanced Nursing, 1992, 17(6): 609-618..
[39] Hopkins, S. M., & Weathington, B. L., The relationships between justice perceptions, trust, and employee attitudes in a downsized organization [J]. The Journal of Psychology, 2006, 140(5): 477-498.
[40] Jaffee, D. T., & Scott, C. D. Building a committed workplace: An empowered organization as a competitive advantage. In: Ray M., Rinzler A. The new paradigm in business: Emerging strategies for leadership and organizational change. New York: Tarcher/Perigee, 1993.139-148.
[41] Kanter, R. M. Men and women of the corporation (2nd ed.). New York: Basic Books, 1993.
[42] Konczak, L. J., Stelly, D. J., & Trusty, M. L. Defining and measuring empowering leader behaviors: Development of an upward feedback instrument [J]. Educational and Psychological Measurement, 2000, 60(2): 301-31.
[43] Koberg, C. S., & Senjem, J. C., Goodman E A. Antecedents and outcomes of empowerment. Group and Organization Management, 1999, 24: 71-79.
[44] Kraimer, M. L.Psychological Empowerment as a Multidimensional Construct:A Test of Construct Validity.Educational and Psychological Measurement, 1999, 59(1): 127-142.
[45] Laschinger, H. K., Finegan, J., & Shamian, J. Promoting nurses’health: Effect of empowerment on job strain and work satisfaction [J]. Nursing Economics, 2001, 19(2): 42-52.
[46] Leventhal, G. S., & Karuza, J. Beyond fairness: A theory of allocation preferences. In: G Mikula ed. Justice and social interaction. N Y. Springer-Verlag, 1980, 27-55.
[47] Lin, Y. Y. Empowerment in the service industry: An empirical study in Taiwan [J]. The Journal of psychology, 2002, 136(5): 533-555.
[48] Marsh, R. M. A Research Note: Centralization of Decision-Making in Japanese Factories [J]. Organization studies, 1992, 13(2): 261-274.
[49] Niehoff, B. P., & Moorman R M. Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 1993, 36(3): 327-336.
[50] Organ, D. W. Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books, 1988.
[51] Organ, D. W. The motivational basis of organizational citizenship behavior [J], Research in Organizational Behavior, 1990(12): 42-72.
[52] Organ, D. W. Personality and organizational citizenship behavior [J]. Journal of Management, 1994, 20(2): 465-478.
[53] Organ, D. W. Organizational citizenship behavior: It’s construct clean-up time[J]. Human Performance, 1997, 10: 85-97.
[54] Liden, R. C., Wayne, S. J., & Sparrowe, R. T.An Examination of the Me-diating Role of Psychological Empowerment on the Relations between the Job, Interpersonal Relationships, and Work Outcomes.Journal of Applied Psychology, 2000, 85(3): 407-416.
[55] Ripley, R. E., & Ripley, M. J. Empowerment, the Cornerstone of Quality: Empowering Management in Innovative Organizations in the 90’s[J] . Management Decision, 1992, 30(4): 20- 43.
[56] Siqler, T. H., & Pearson, C. M. Creating an empowering culture: examining the relationship between organizational culture and perceptions of empowerment [J]. Journal of Quality Management, 2000, 5(1): 27- 52.
[57] Spreitzer, G. M. Psychological empowerment in the workplace dimensions, measurement, and validation [J]. Academy of Management Journal, 1995, 38(5): 1442-1465.
[58] Spreitzer, G. M., De Janasz, S. C., & Quinn, R. E. Empowered to lead: The role of psychological empowerment in leadership. Journal of Organizational Behavior, 1999, 20: 511-526.
[59] Thibaut, J., & WaLker, L. A., Procedural Justice: A Psychological Analysis [M]. Hillsdale,NJ: Erlbaum, 1975.
[60] Thomas, K. W., Velthouse, B. A. Cognitive elements of empowerment: An“interpretive”model of intrinsic task motivation [J]. Academy of management review, 1990, 15(4): 666-681.
[61] Wellins, R. S., Byham, W. C.,?& Wilson, J. M. Empowered teams: Creating self-directed work groups that improve quality, productivity, and participation [M] San Francisco: Jossey-Bass, 1991: 26.
[2]凌文辁,方俐洛主编.英汉心理学词典.北京:机械工业出版社,2000.
[3]王明辉,凌文辁,方俐洛.后企业改制背景下的人力资源管理问题及对策.商业时代,2005,35: 34-35.
[4]郭志刚主编.社会统计分析方法--SPSS软件应用,北京:中国人民大学出版社,2001.
[5]候杰泰,温忠麟,成子娟著.结构方程模型及其应用,北京:教育科学出版社,2004.
[6]温忠麟,候杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2): 268-274.
[7]温忠麟,张雷,候杰泰,刘红云.中介效应检验程序及其应用.心理学报,2004,36(5):614-20.
[8]樊景立,钟晨波,Dennis W., Organ.组织公民行为概念范畴的归纳性分析[A].徐淑英,刘忠明主编.中国企业管理的前沿研究[C].北京:北京大学出版社,2004:398-421.
[9]俞彬彬,钟建安.?情绪智力、组织公平和组织公民行为关系的研究[J].?心理科学,2008,31(2):475-478.
[10]李超平,李晓轩,时勘,陈雪峰.授权的测量及其与员工工作态度的关系[J].心理学报,2006,38(1):99-106.
[11]刘秀英,高宝君.管理中的授权之浅见[J].商业研究,2005,8:62-63.
[12]骆旭江.?IT企业员工组织公平、组织政治知觉对压力的影响研究.硕士论文.浙江:浙江大学.2008.
[13]皮永华.?组织公正与组织公民行为、组织报复之间关系的研究—基于中国人“大七”人格维度的分析.博士论文.浙江:浙江大学.2006.
[14]王辉,武朝艳,张燕,陈昭全.领导授权赋能行为的维度确认与测量[J].心理学报,2008,40(12):1297-1305.
[15]肖自明.心理学视野中的管理者授权行为[J].宁夏大学学报,2003,25(2):110-11.
[16]张鹏.组织公平对组织公民行为的影响——基于杭州企业员工的实证研究.硕士论文.?浙江:浙江工商大学.2007.
[17]华正新.?变革型领导对组织公民行为的影响——鄂尔多斯市气象局实证研究.硕士论文.天津:天津大学.2007.
[18]张兴国.组织公民行为与心理契约、组织公平的关系研究.硕士论文.浙江:浙江大学.2006.
[19]朱瑜,凌文辁.组织公民行为理论研究的进展[J].?心理科学.2003, 26(1): 186-187.
[20]李晔,龙立荣,刘亚.组织公平感研究进展[J].心理科学进展,2003(11):78-84.
[21]杨丹丹.?企业内部领导授权与员工工作自主性研究[D].浙江:浙江大学.2006.
[22]张燕,王辉,陈昭全.授权赋能研究的进展[J].南大商学评论,2004(4):117-132.
[23]张莉,张芸.组织内部如何有效授权[J].现代管理科学,2004,1: 91-92.
[24] Adams, J, S. Inequity in social exchange. In Berkowitz, L.(Ed), Advance in experimental social psychology New York: Academic Press, 1965, 2, 267-299.
[25] Andrews, M, C., Kaemar K M. Discriminating among organizational politics, justice, and support [J]. Journal of organizational Behavior, 2001, 22: 347-366.
[26] Arnold, J. A., Arad, S. & Rhoades, J. A. et al The empowering leadership questionnaire: the construction and validation of a new scale for measuring leader behaviors [J].Journal of organizational Behavior, 2000, 21: 249-269.
[27] Barner, R. Enablement: The Key to Empowerment. Training and Development Journal, 1994, 6: 33-36.
[28] Bies, R. J., & Moag, J. F. Interactional justice: Communication criteria of fairness. In: Lewicki, R. J., Sheppard B H, Bazerman M H ed. Research on negotiations in organizations. Greenwich, CT: JAI Press, 1986. 43-55.
[29] Burke, W. Leadership as empowering others [M]. San Francisco: Jossey-Bass, 1986: 51-71.
[30] Block, P. The Empowered Manager. Positive Political Skills at Work [M]. Jossey-bass, SanFrancisco, CA. 1987.
[31] Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C., & Ng, K. Y. Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 2001, 86: 425-445.
[32] Conger, J. A. Leadership: The art of empowering others [J]. Academy of Management Executive, 1989(3): 17-24.
[33] Conger, J. A., & Kananga, R. N. The empowerment process: Integrating theory and Practice [J].Academy of management review, 1988, 13(3): 471-482.
[34] Finegan, J. E., & Laschinger, H. K. The antecedents and consequences of empowerment: A gender analysis. Journal of Nursing Administration, 2001, 31(10): 489 -497.
[35] Ford, R. C., & Fottler, M. D. Empowerment: A matter of degree [J]. Academy of Management Executive, 1995, 9(3): 21-28.
[36] Farh, J. L., Earley, P. C., & Lin, S. C. Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly, 1997, 42(3): 421-444.
[37] Greenberg, J. Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 1990, 16: 399-432.
[38] Hawks, J. H. Empowerment in nursing education: Concept analysis and application to philosophy, education: Concept analysis and application to philosophy, learning and instruction. Journal of Advanced Nursing, 1992, 17(6): 609-618..
[39] Hopkins, S. M., & Weathington, B. L., The relationships between justice perceptions, trust, and employee attitudes in a downsized organization [J]. The Journal of Psychology, 2006, 140(5): 477-498.
[40] Jaffee, D. T., & Scott, C. D. Building a committed workplace: An empowered organization as a competitive advantage. In: Ray M., Rinzler A. The new paradigm in business: Emerging strategies for leadership and organizational change. New York: Tarcher/Perigee, 1993.139-148.
[41] Kanter, R. M. Men and women of the corporation (2nd ed.). New York: Basic Books, 1993.
[42] Konczak, L. J., Stelly, D. J., & Trusty, M. L. Defining and measuring empowering leader behaviors: Development of an upward feedback instrument [J]. Educational and Psychological Measurement, 2000, 60(2): 301-31.
[43] Koberg, C. S., & Senjem, J. C., Goodman E A. Antecedents and outcomes of empowerment. Group and Organization Management, 1999, 24: 71-79.
[44] Kraimer, M. L.Psychological Empowerment as a Multidimensional Construct:A Test of Construct Validity.Educational and Psychological Measurement, 1999, 59(1): 127-142.
[45] Laschinger, H. K., Finegan, J., & Shamian, J. Promoting nurses’health: Effect of empowerment on job strain and work satisfaction [J]. Nursing Economics, 2001, 19(2): 42-52.
[46] Leventhal, G. S., & Karuza, J. Beyond fairness: A theory of allocation preferences. In: G Mikula ed. Justice and social interaction. N Y. Springer-Verlag, 1980, 27-55.
[47] Lin, Y. Y. Empowerment in the service industry: An empirical study in Taiwan [J]. The Journal of psychology, 2002, 136(5): 533-555.
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