授权理论的研究逻辑——心理授权的概念发展

Approaches to the Study of the Theory of Empowerment——The Concept of Psychological Empowerment

授权理论的研究沿着两条路径进行,即关系路径和动机路径。关系路径的研究者发展了结构授权模型,动机路径的研究者发展了心理授权模型。结构授权强调决策权力的分享,其核心思想在于给予员工权力和自主权,提高他们的参与度等;心理授权强调员工的授权体验,其核心思想在于提高员工对授权的认知从而激发其内在工作动机。众多学者认为心理授权才是提升组织效能与管理效能的关键,心理授权是结构授权与组织预期结果之间的中介变量。

Two approaches can be adopted to study the theory of empowerment, namely the relation approach and the motivation approach. Researchers of the former developed structural empowerment, while those of the latter invented psychological empowerment. Structural empowerment involves the delegation of decision-making authority, its focus being to transfer power and initiative to the employees and increase employees＇ involvement. Psychological empowerment, on the other hand, attaches importance to employees＇ perception of empowerment, focusing on enhancing employees conception of empowerment and, in turn, arousing their internal motivation to work. Many believe that psychological empowerment is the key to the increase of organizational effectiveness and management efficiency. Psychological empowerment is a mediator variable between structural empowerment and the expectation of the organization.