诚信领导对员工工作繁荣作用的实证研究——心理安全感的中介作用被引量：10

Empirical Study about the Effects of the Authenticity Leadership on Employees' Thriving at Work——The Part Mediating Role of Psychological Safety

下载PDF

导出

摘要界定诚信领导理论,选取350份员工数据作为样本,构建理论模型,揭示诚信领导对员工工作繁荣的影响过程。通过回归分析发现,诚信领导对员工工作繁荣有显著的正向影响,诚信领导对心理安全感有正向影响,心理安全感对员工工作繁荣有正向影响,心理安全感在诚信领导和员工工作繁荣之间具有中介作用。 The authenticity of leadership has a significant effect on their work vitality. The research content of authenticity leadership is defined; and 350 pieces of enterprise employee date are selected as samples to build the theory model on the basis of relevant theories, and to investigate the influence of authenticity leadership on staffs thriving at work. After a regression analysis, it can be concluded that authenticity leadership has a significant positive influence on psychological safety and staffs thriving at work. Psychological safety has a significant positive influence on staff＇s thriving at work. And psychological safety plays a part mediating role between authenticity leadership and staffs thriving at work.

作者安静万文海

机构地区华侨大学工商管理学院南京大学商学院

出处《科技与经济》 2014年第5期75-79,共5页 Science & Technology and Economy

基金中央高校基本科研业务费资助项目--"企业创新型人才风险管理:模式机制与路径研究"(项目编号:12SKGC-QTO2 项目负责人:张向前)成果之一

关键词诚信领导心里安全感工作繁荣员工 authenticity leadership psychological safety thriving at work employees

分类号 C933 [经济管理—管理学]

引文网络
相关文献

参考文献21

1Leiter M P,Maslach C. Banishing burnout: Six strategies improving your relationship with work [ M]. San Francisco: Jossey-Bass,2005.
2Zohar D, Luria G. Group leaders as gatekeepers: Testing safety climate variations across levels of analysis[J]. Applied Psychol- ogy,2010,59(4) : 647- 673.
3Pieterse A N, VanKnippenberg D, Schippers, Stam D. Transforma- tional and transactional leadership and innovative behavior: The moderating role of psychological empowerment [ J ]. Journal of Or- ganizational Behavior,2010,31 (4) :609-623.
4Zhang X M, Bartol K M. Linking empowering leadership and em- ployee creativity: The influence of psychological empowerment, intrinsic motivation and creative process engagement [ J]. Acade- my of Management Journal ,2010,53 ( 1 ) : 107-128.
5Luthans F, Avolio B J. Authentic leadership: A positive develop- ment approach[ M]//Cameron K S, Dutton J E, Quinn R E. Positive Organizational Scholarship. San Francisco: Barrett-Koe- hler. 2003 : 241-261.
6Jensen S M, Luthans F. Entreprenexirs as authentic leaders: Im- pact on employees' attitudes [ J ]. Leadership and Organization Development Journal ,2006,27:646-666.
7Walumbwa F O,Avolio B J, Gardner W L. Authentic leadership: Development and validation of a theory based measure[J]. Jour- nal of Management,2008,34(1) : 89-126.
8Giallonardom carol A,Carroll L. Authentic leadership of preceptors: Predictor of new graduate nurses'work engagement and job satisfac- tion [J]. Journal of Nursing Management ,2010,18(8) : 993-1003.
9Spreitzer G M, Sutcliffe K, Dutton J, Sonenshein S, Grant A M. A socially embedded model of thriving at work [ J ]. Organization Science ,2005,16(5 ) :537-549.
10罗瑾琏,赵佳.真实型领导对员工建言行为的影响机理研究[J].软科学,2013,27(12):41-44. 被引量：25

二级参考文献116

1段锦云,钟建安.组织中的进谏行为[J].心理科学,2005,28(1):69-71. 被引量：99
2唐翌.团队心理安全、组织公民行为和团队创新——一个中介传导模型的实证分析[J].南开管理评论,2005,8(6):24-29. 被引量：38
3李宁,严进,金鸣轩.组织内信任对任务绩效的影响效应[J].心理学报,2006,38(5):770-777. 被引量：64
4Abraham, R. (2004). Emotional competence as antecedent to performance: A contingency framework. Genetic, Social, and General Psychology Monographs, 117-143.
5Avery, D. R., McKay, P. F., & Wilson, D. C. (2007). Engaging the aging workforce: The relationship between perceived age similarity, satisfaction with coworkers, and employee engagement. Journal of Applied Psychology, 92, 1542-1556.
6Baer, M., & Frese, M. (2003). Innovation is not Enough: Climates for initiative and psychological safety, process, innovation, and firm performance. Journal of Organizations Behavior. 24, 45-68.
7Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81, 358-368.
8Burke, M. J., Sarpy, S. A., Tesluk, P. E., & Smith-Crowe, K. (2002). General safety performance: A test of a grounded theoretical model. Personnel Psychology, 55, 429-457.
9Burke, C. S., Stagl, K. C., Salas, E., Pierce, L., & Kendall, D. (2006). Understanding team adaption: A conceptual analysis and model. Journal of Applied Psychology, 91, 1189-1207.
10Carmeli, A. (2007). Social capital, psychological safety and learning behaviors from failure in organizations, Long Range Planning, 40, 30-40.