变革型领导对员工即兴发挥行为的影响研究——以心理资本为中介变量

Transformational Leadership and Employee Improvisational Behavior:The Mediating Effect of Psychological Capital

在动态环境下,提高组织绩效和创新能力已经成为企业界和学术界所关心的重要问题。即兴发挥是一种变化驱动的创新行为,这种行为对组织具有非常大的潜在价值。以往的定性研究认为领导风格对员工即兴发挥行为的产生具有重要影响,但未对两者的关系以及内在机制进行实证研究。本文研究的主要目的就是探讨在组织管理领域,变革型领导对员工即兴发挥行为的影响及其中介作用机制;在中介作用机制的探讨上,主要从心理资源理论视角出发,侧重于分析心理资本的中介作用。笔者通过对515个员工和管理者的问卷调查,运用阶层线性回归方法、Baron和Kenny中介变量判断准则对研究假设进行了验证。结果表明,变革型领导对员工即兴发挥行为具有显著的正向影响,心理资本在其中起着完全的中介作用。

The enhancement of organizational performance and innovation has become a hot topics in dynamic enviroments, and attracts the attentions from both academicians and professionals. Improvisation is a change - driven behavior, which has a considerable value to organization. Traditional qualitative research literature argues that leadership can contribute to employee improvisational behavior. However, there is not an empirical study of the relationship and internal mechanism between leadership and improvisational behavior. The main purpose of this study is to investigate the relationship and mediation mechanism between transformational leadership and em- ployee improvisational behavior in the field of organizational management. Based on the psychological resource theory, this paper proposes that psychological capital might paly a mediating role during the process, that is to say, transformational leadership leads to psychological capital, and then psychological capital leads to employee improvisational behavior. The study uses a sample of 515 employees and managers to test these hypotheses. Based upon the hierarchical regression analysis and Baron ＆ Kennyg criterion, the results indicate that transformational leadership is positively related to employee improvisational behavior, and this effect is fully mediated by employee psychological capital.