授权赋能还是放任自由?——领导授权赋能行为与员工绩效的非线性关系研究

Empowerment or Laissez-Faire?-Research on the Non-Linear Mechanism of Leadership Empowerment Behavior on Employees'Job Performance

领导授权赋能行为的消极作用逐渐得到关注,但缺乏实证检验。基于角色理论,以238对领导—员工配对问卷为样本,验证领导授权赋能行为与员工工作绩效的非线性关系。结果发现:领导授权赋能行为不会直接影响员工工作绩效;领导授权赋能行为仅通过角色模糊向员工工作绩效传递倒U型影响;个体传统性能够调节领导授权赋能行为与角色模糊之间的关系以及角色模糊的中介作用。此外,模糊集定性分析的结论同样证实了上述观点。

The negative effect of leadership empowerment behavior has gradually been receiving attention,but most of conclusions still lack empirical examination.Based on the role theory,through a sample of 238 matching questionnaires of leaders and employees,this study examined the non-linear relationship of leadership empowerment behavior and employees'job performance.The results shows that leadership empowerment behavior is not significant related to employees'job perform-ance.Leadership empowerment behavior transferrs inverted U-shaped effect on employees'job performance only through role ambiguity.Individual traditionality moderated the relationship between leadership empowerment behavior and employees'role.ambiguity,and is the mediation of role ambiguity.Besides,the conclusion of FSQCA also confirmed the above.