授权领导何时激发员工主动行为?——员工能力与内部人身份感知的作用

Relationship Between Empowering Leadership and Employee Proactive Behavior-Role of Employee Ability and Perceived Insider Status

基于社会认知理论,探讨授权领导与员工主动行为的关系。在三个时间点对224份领导-员工一对一配对数据的层次回归分析发现,员工能力调节授权领导对员工内部人身份感知的影响,即员工能力强时,授权领导会正向影响员工内部人身份感知;内部人身份感知正向影响员工主动行为。员工能力调节授权领导通过内部人身份感知对员工主动行为的影响,即员工能力强时,授权领导会通过内部人身份感知正向影响员工主动行为。研究结果进一步丰富了授权领导影响研究的成果,同时为组织激发员工主动行为提供了管理启示。

Empowering leadership is a common management way for organizations to improve employees’working efficiency,but can empowering leadership always have a positive effect?Based on social cognitive theory,the relationship between empowering leadership and employee proactive behavior is explored.Through hierarchical regression analysis on the basis of data from 224 employer-employee samples at three time points,it is found that employee ability moderates the effect of empowering leadership on employee perceived insider status.That is,empowering leadership is positively related to employee perceived insider status only when employee ability is strong.Employee perceived insider status is positively related to employee proactive behavior.Furthermore,employee ability moderates the effect of empowering leadership on employee proactive behavior via perceived insider status.That is,the effect is positive only when employee ability is strong.The results enrich the achievements of empowering leadership research and provide implications on stimulating employee proactive behavior.