变革型领导胜任特征模型及其与相关因素的研究
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摘要
在企业管理实践领域,变革型领导正成为当今社会心理学、人力资源管理和组织行为学的热门话题,对变革型领导的研究正是顺应时代发展的需要应运而生。变革型领导是指领导者注意自身的操行,勇于承担责任和风险;通过改变员工的价值观、态度和信念,让员工意识到所承担任务的重要意义;关心员工,激励员工超目标工作,满足他们自我实现的需求,而不是为了纯粹的交换关系工作;通过把员工个人利益和集体利益联合起来,实现组织的进一步发展。变革型领导具有自己独特的优势,那么具备什么样的素质才能成为一名出色的变革型领导人,是对变革型领导的研究中不可回避的重要问题。
胜任特征是指与有效的或出色的工作绩效相关的个人潜在的特征。胜任特征是包含知识、技能、自我概念、社会角色、特性和动机的综合体;胜任特征与特定工作岗位和工作任务相互联系,在很大程度上会受到工作环境、工作条件以及岗位特征的影响;胜任特征与工作绩效紧密联系,能够区分出高绩效者和低绩效者。本研究的目的是以变革型领导者的胜任特征为研究对象,通过心理测量学的实证研究方法,建立变革型领导的胜任特征结构模型,从而为变革型领导的甄别、选拔、培训和职业生涯管理以及企业或组织的发展提供参考依据。
本研究通过文献分析、行为事件访谈、开放式问卷等方法,编制变革型领导胜任特征初试问卷,并对问卷进行探索性因素分析,最终得出了23个项目的胜任特征正式问卷,对正式问卷进行探索性和验证性因素分析,结果表明我国变革型领导胜任特征结构包括员工导向、成就驱动动机、魅力统帅、制度制订与执行、知识和技能五个维度。接下来用回归分析的方法探讨了变革型领导胜任特征对两个后果变量:员工组织承诺和员工自我效能感的影响。结果表明,变革型领导胜任特征对员工的组织承诺和自我效能感均有正向影响。最后采用单因素方差分析、多重比较检验和T检验探讨了人口统计学变量、组织变量对变革型领导胜任特征评价的影响,结果表明变革型领导胜任特征在性别、年龄、文化程度、组织性质方面的某些类别上存在显著差异。
In the enterprise management field, research on transformational leadership has become one of the top topics, especially in the subjects of social psychology, human resource management and organizational behavior. The research on transformational leadership type is following up the development trend. The transformational leader has been characterized as one who articulates a vision of the future that can be shared with peers and subordinates, intellectually stimulates subordinates, and pays high attention to individual differences among people. Transformational leaders do not merely pay attention to exchanging relationship, they also focus on raising or expanding individual needs and inducing a belief in transcending self-interest for the sake of the team or organization.
Competency is some potential personal characters relative to effective and excellent job performance, it includes five aspects: knowledge, skill, self-conception, social-role, particularity and motivation. Competency model can help us to distinguish excellent performers from average performers. This research focuses on the competency structure model of Chinese transformational leader and the correlative sequence variable. The model can be applies to the transformational leader recruiting, selection, training and career management.
Firstly, build up the theory skyscraper by literature investigation, in order to prepare the theory drive for the research. Secondly, compile the beginning transformational leader competency questionnaire by the method of literature investigation, behavior event interview, and open questionnaire. Through exploratory factor analysis, the competency model of Chinese transformational leader includes five factors: employee orientation, achievement drive incentive, charismatic captain, system formulation and execute, knowledge and skill. According to the validate factor analysis, the result shows that the five factors competency structural model is best.And then discusses the competencies how to affect the two variables: employee organizational commitment, employee self-efficacy by multi-regression analysis. The results show that transformational leader competency has positive affects to employee organizational commitment and employee self-efficacy. At last probes into the effect of population variables on the score of Chinese transformational leader competencies by One-way ANOVA, SNK and T test.
胜任特征是指与有效的或出色的工作绩效相关的个人潜在的特征。胜任特征是包含知识、技能、自我概念、社会角色、特性和动机的综合体;胜任特征与特定工作岗位和工作任务相互联系,在很大程度上会受到工作环境、工作条件以及岗位特征的影响;胜任特征与工作绩效紧密联系,能够区分出高绩效者和低绩效者。本研究的目的是以变革型领导者的胜任特征为研究对象,通过心理测量学的实证研究方法,建立变革型领导的胜任特征结构模型,从而为变革型领导的甄别、选拔、培训和职业生涯管理以及企业或组织的发展提供参考依据。
本研究通过文献分析、行为事件访谈、开放式问卷等方法,编制变革型领导胜任特征初试问卷,并对问卷进行探索性因素分析,最终得出了23个项目的胜任特征正式问卷,对正式问卷进行探索性和验证性因素分析,结果表明我国变革型领导胜任特征结构包括员工导向、成就驱动动机、魅力统帅、制度制订与执行、知识和技能五个维度。接下来用回归分析的方法探讨了变革型领导胜任特征对两个后果变量:员工组织承诺和员工自我效能感的影响。结果表明,变革型领导胜任特征对员工的组织承诺和自我效能感均有正向影响。最后采用单因素方差分析、多重比较检验和T检验探讨了人口统计学变量、组织变量对变革型领导胜任特征评价的影响,结果表明变革型领导胜任特征在性别、年龄、文化程度、组织性质方面的某些类别上存在显著差异。
In the enterprise management field, research on transformational leadership has become one of the top topics, especially in the subjects of social psychology, human resource management and organizational behavior. The research on transformational leadership type is following up the development trend. The transformational leader has been characterized as one who articulates a vision of the future that can be shared with peers and subordinates, intellectually stimulates subordinates, and pays high attention to individual differences among people. Transformational leaders do not merely pay attention to exchanging relationship, they also focus on raising or expanding individual needs and inducing a belief in transcending self-interest for the sake of the team or organization.
Competency is some potential personal characters relative to effective and excellent job performance, it includes five aspects: knowledge, skill, self-conception, social-role, particularity and motivation. Competency model can help us to distinguish excellent performers from average performers. This research focuses on the competency structure model of Chinese transformational leader and the correlative sequence variable. The model can be applies to the transformational leader recruiting, selection, training and career management.
Firstly, build up the theory skyscraper by literature investigation, in order to prepare the theory drive for the research. Secondly, compile the beginning transformational leader competency questionnaire by the method of literature investigation, behavior event interview, and open questionnaire. Through exploratory factor analysis, the competency model of Chinese transformational leader includes five factors: employee orientation, achievement drive incentive, charismatic captain, system formulation and execute, knowledge and skill. According to the validate factor analysis, the result shows that the five factors competency structural model is best.And then discusses the competencies how to affect the two variables: employee organizational commitment, employee self-efficacy by multi-regression analysis. The results show that transformational leader competency has positive affects to employee organizational commitment and employee self-efficacy. At last probes into the effect of population variables on the score of Chinese transformational leader competencies by One-way ANOVA, SNK and T test.
引文
[1] Bruce J. Avolio, Bernard M. Bass. Individual consideration viewed at multiple levels of analysis: A multi-level framework for examining the diffusion of transformational leadership [J].The Leadership Quarterly, Volume 6, Issue 2, Summer 1995, Pages 199-218
[2] McClelland DC. Testing for competence rather than for intelligence [J]. American Psychologist, 1973 , 28(1): 1214
[3] Alanm. Breman, Seth J. Schwarts, William. Kurtines, Steven L. Berman. The process of exploration in identity formation: the role of style and competence [J]. Journal of Adolescence, Volume 24, Issue 4, August 2001, Pages 513-528
[4] Boyatzis R E.Rendering into competence the things that are competent [J]. American Psychologist, 1994,49:64-66
[5] Spencer JM , Spencer SM. Competence at work : models for superior performance [M]. New York: John Wiley&Sons, Inc, 1993 125-28.
[6] David C. McClelland, Richard E. Boyatzis. Leadership motive pattern and long-term success in management [J].Journal of Applied Psychology, Volume 67, Issue 6, December 1982, Pages 737-743
[7] Bums J M. Leadership [M]. New York: Haper &Row, 1978
[8] Bass B M. Leadership and Performance Beyond Expectations [M]. New York: Free Press,1985
[9] Bass B M. Theory of Transformational Leadership Redux [J]. The Leadership Quarterly,1995, 6(4): 463—478
[10] Bass, B. M. Leadership and performance beyond expectations [M]. New York: Free Press,1985:3-242
[11] Yukl, G.Leadership in Organizations [M]. Prentice-Hall, 2002:22-67
[12] Sergiovanni, T. J.Value- added leadership: How to get extraordinary performance in schools [M]. New York: Harcourt BraceJovanovich, 1990: 54- 77
[13] Leithwood, K.The move toward transformational leadership [M]. Educational Leadership,1992, 49(5):8- 12
[14] Pillai, R., C. A. Schriesheim, E. S.Williams. Fairness perceptions and trust as mediators for transformational and transactionalleadership: a two- sample study [J]. Journal of Management,1999, 25(6):897- 933
[15] Bass B M, Avolio B J. Multifactor Leadership Questionnaire [M]. PaloAlto, CA: Consulting Psychologists Press, 1996
[16]Bass B M,Avolio B J.Developing Transformational Leadership:1992 and Beyond[J].Journal of European Industrial Training,1990,14(5):21-27
[17]Carless S A.Assessing the Discriminant Validity of Transformational Leader Behavioras Measuredbythe MLQ[J].Journal of Occupational and Organizational Psychology,1998,71:353-358
[18]DenHartog D N,VanMuijen J J,Koopman P L.Transactional versus Transformational Leadership:An Analysis of the Mlq[J].Journal of Occupational and Organizational Psychology,1997,70:19-34
[19]Westwood R.Harmony and Patriarchy the Cultural Basis for Paternalistic Headship among the Overseas[M].Chinese Organization Studies.1997.18(3)
[20]Steers,Mowday,Boulian.The Measurement of Organizational Commitment[J].Journal of Vocational Behavior,1979,14(2):pp.224-247
[21]BanduraA.Selfefficacy:toward aunifying theory of behavioralchange[J].Psychological Review,1977,84:191-215
[22]Waldman D.A.,Ramirez G.G.,House R.J.Puranan E Dose Leadership Matter? CEO Leadership Attributes and Profitability under Conditions of Perceived Environmental Uncertainty[J],Academy of Management Journal,44(1):pp.134-143
[23]Chen,Z.X.& Francesco.A.M.,2003.The Relationship Between the Three Components of Commitment and Employee Performance in China[J].Journal of Vocational Behavior,62(3):pp 490-510
[24]李超平,时勘:变革型领导的结构与测量[J],心理学报,2005,37(6):803-811
[25]郭祥玉,杨建秀,苗雨君:企业生命周期中不同阶段的管理策略[J],商业经济评论,2007 08 63-65
[26]陈云川、雷轶:胜任力研究与应用综述及发展趋向[J],科研管理,2004.11第25卷第6期
[27]彭逼梅:胜任特征模型及其在人才选拔中的应用论文[D],武汉大学硕士论文,2004,05
[28]时勘,王继承,李超平:企业管理者胜任特征模型评价的研究[J],心理学报,2002,34(3):306-311.
[29]王重鸣,陈民科:管理胜任力特征分析:结构方程模型检验[J],心理科学,2002(5):513-516
[30]仲理峰,时勘:家族企业高层管理者胜任特征模型[J],心理学报,2004,36(1):110-115
[31]曹茂兴,王端旭:企业研发人员胜任特征研究[J],技术经济与管理研究,2006年第二 期
[32]李智伟:中层管理者胜任力模型的结构分析[J],河南商业高等专科学校学报,2007,03
[33]吴国权:企业人力资源经理岗位胜任特征研究[J],郑州航空工业管理学院学报,2007年12期
[33]戴良铁,白利刚:管理心理学[M],暨南大学出版社,1995年5月
[35]李慧才,邓小克:变革领导力研究述评[J],首都经济贸易大学学报,2007年第2期
[36]凌文辁,陈龙,王登:CPM领导行为评价量表的构建[J],心理学家,1987,(2):199
[37]朱冬梅:变革型领导风格、员工效能感与团队工作结果的关系研究[D],天津师范大学硕论文,2007 05
[38]宋娜:变革型领导力对工作倦怠的影响研究[D],南京理工大学硕士论文,2007 07
[39]陈永霞,贾良定等:变革型领导、心理授权与员工的织承诺,中国情景下的实证研究[J],管理世界,2006年第一期
[40]彭平根:如何操作BEI?人力资源[J],200705,pp38
[41]严正,翟胜涛,宋争:管理者胜任素质[M],机械工业出版社,200701
[42]邱皓政:结构方程模式LISREL的理论技术与应用[M],台北:双叶书廊有限公司,2004
[43]温忠麟,邢最智:现代教育与心理统计技术[M],江苏教育出版
[2] McClelland DC. Testing for competence rather than for intelligence [J]. American Psychologist, 1973 , 28(1): 1214
[3] Alanm. Breman, Seth J. Schwarts, William. Kurtines, Steven L. Berman. The process of exploration in identity formation: the role of style and competence [J]. Journal of Adolescence, Volume 24, Issue 4, August 2001, Pages 513-528
[4] Boyatzis R E.Rendering into competence the things that are competent [J]. American Psychologist, 1994,49:64-66
[5] Spencer JM , Spencer SM. Competence at work : models for superior performance [M]. New York: John Wiley&Sons, Inc, 1993 125-28.
[6] David C. McClelland, Richard E. Boyatzis. Leadership motive pattern and long-term success in management [J].Journal of Applied Psychology, Volume 67, Issue 6, December 1982, Pages 737-743
[7] Bums J M. Leadership [M]. New York: Haper &Row, 1978
[8] Bass B M. Leadership and Performance Beyond Expectations [M]. New York: Free Press,1985
[9] Bass B M. Theory of Transformational Leadership Redux [J]. The Leadership Quarterly,1995, 6(4): 463—478
[10] Bass, B. M. Leadership and performance beyond expectations [M]. New York: Free Press,1985:3-242
[11] Yukl, G.Leadership in Organizations [M]. Prentice-Hall, 2002:22-67
[12] Sergiovanni, T. J.Value- added leadership: How to get extraordinary performance in schools [M]. New York: Harcourt BraceJovanovich, 1990: 54- 77
[13] Leithwood, K.The move toward transformational leadership [M]. Educational Leadership,1992, 49(5):8- 12
[14] Pillai, R., C. A. Schriesheim, E. S.Williams. Fairness perceptions and trust as mediators for transformational and transactionalleadership: a two- sample study [J]. Journal of Management,1999, 25(6):897- 933
[15] Bass B M, Avolio B J. Multifactor Leadership Questionnaire [M]. PaloAlto, CA: Consulting Psychologists Press, 1996
[16]Bass B M,Avolio B J.Developing Transformational Leadership:1992 and Beyond[J].Journal of European Industrial Training,1990,14(5):21-27
[17]Carless S A.Assessing the Discriminant Validity of Transformational Leader Behavioras Measuredbythe MLQ[J].Journal of Occupational and Organizational Psychology,1998,71:353-358
[18]DenHartog D N,VanMuijen J J,Koopman P L.Transactional versus Transformational Leadership:An Analysis of the Mlq[J].Journal of Occupational and Organizational Psychology,1997,70:19-34
[19]Westwood R.Harmony and Patriarchy the Cultural Basis for Paternalistic Headship among the Overseas[M].Chinese Organization Studies.1997.18(3)
[20]Steers,Mowday,Boulian.The Measurement of Organizational Commitment[J].Journal of Vocational Behavior,1979,14(2):pp.224-247
[21]BanduraA.Selfefficacy:toward aunifying theory of behavioralchange[J].Psychological Review,1977,84:191-215
[22]Waldman D.A.,Ramirez G.G.,House R.J.Puranan E Dose Leadership Matter? CEO Leadership Attributes and Profitability under Conditions of Perceived Environmental Uncertainty[J],Academy of Management Journal,44(1):pp.134-143
[23]Chen,Z.X.& Francesco.A.M.,2003.The Relationship Between the Three Components of Commitment and Employee Performance in China[J].Journal of Vocational Behavior,62(3):pp 490-510
[24]李超平,时勘:变革型领导的结构与测量[J],心理学报,2005,37(6):803-811
[25]郭祥玉,杨建秀,苗雨君:企业生命周期中不同阶段的管理策略[J],商业经济评论,2007 08 63-65
[26]陈云川、雷轶:胜任力研究与应用综述及发展趋向[J],科研管理,2004.11第25卷第6期
[27]彭逼梅:胜任特征模型及其在人才选拔中的应用论文[D],武汉大学硕士论文,2004,05
[28]时勘,王继承,李超平:企业管理者胜任特征模型评价的研究[J],心理学报,2002,34(3):306-311.
[29]王重鸣,陈民科:管理胜任力特征分析:结构方程模型检验[J],心理科学,2002(5):513-516
[30]仲理峰,时勘:家族企业高层管理者胜任特征模型[J],心理学报,2004,36(1):110-115
[31]曹茂兴,王端旭:企业研发人员胜任特征研究[J],技术经济与管理研究,2006年第二 期
[32]李智伟:中层管理者胜任力模型的结构分析[J],河南商业高等专科学校学报,2007,03
[33]吴国权:企业人力资源经理岗位胜任特征研究[J],郑州航空工业管理学院学报,2007年12期
[33]戴良铁,白利刚:管理心理学[M],暨南大学出版社,1995年5月
[35]李慧才,邓小克:变革领导力研究述评[J],首都经济贸易大学学报,2007年第2期
[36]凌文辁,陈龙,王登:CPM领导行为评价量表的构建[J],心理学家,1987,(2):199
[37]朱冬梅:变革型领导风格、员工效能感与团队工作结果的关系研究[D],天津师范大学硕论文,2007 05
[38]宋娜:变革型领导力对工作倦怠的影响研究[D],南京理工大学硕士论文,2007 07
[39]陈永霞,贾良定等:变革型领导、心理授权与员工的织承诺,中国情景下的实证研究[J],管理世界,2006年第一期
[40]彭平根:如何操作BEI?人力资源[J],200705,pp38
[41]严正,翟胜涛,宋争:管理者胜任素质[M],机械工业出版社,200701
[42]邱皓政:结构方程模式LISREL的理论技术与应用[M],台北:双叶书廊有限公司,2004
[43]温忠麟,邢最智:现代教育与心理统计技术[M],江苏教育出版