团队领导工作投入对团队成员工作态度的影响:一个多层次模型的检验

The Effects of Supervisor' Work Engagement on Followers' Job Attitudes: Examining a Multilevel Model

随着积极心理学的兴起,近年来工作投入成为管理学研究中一个新的研究热点。虽然以往研究者对员工工作投入与一些组织效果变量进行了大量探讨,但是鲜有研究关注团队领导工作投入对团队成员工作态度与行为的影响。本研究基于团队效能启发模型,从团队氛围与个体认知双重视角采用两波调查数据检验了团队领导工作投入对团队成员工作满意度与离职倾向的影响及内在机制,具体包括团队工作投入与团队成员乐观的中介作用。HLM统计分析结果表明:(1)团队领导工作投入对团队成员工作满意度有显著正向影响,对团队成员离职倾向有显著负向影响;(2)在团队水平上,团队工作投入中介团队领导工作投入与团队成员工作满意度、离职倾向之间的关系;(3)在个体水平上,团队成员乐观中介团队领导工作投入与团队成员工作满意度、工作满意度之间的关系。最后,我们对本研究的理论启示、实践意义和研究局限进行了讨论。

As the emergency of the positive psychology, there has been a great deal of interest in employee engagement in recent years. A rich body of literature has focused on the effects of individual work engagement on outcomes such as job satisfaction, turnover, and job performance. But, few studies examine the effects of supervisor＇ s work engagement on followers＇ work attitudes and behaviors. Drawing on the heuristic model of group effectiveness, we investigated the underlying mechanisms of effects of supervisur＇ s work engagement on fowlers＇ job satisfaction and remover intention, based on the two-wave data. Hierarchical linear mode （HLM） was used to analyze the survey data. After controlling the organizational tenure and demographic variables such as gender, age and education, the results of hierarchical linear mode （HLM） showed that： （1） work team leaders＇ work engagement positively related to their followers＇ job satisfaction, and negatively related to their followers＇ turnover intention; （2） at group level, team work engagement（TWE） mediated the relationship between leader＇ s work engagement and followers＇ job satisfaction, turnover intention; （3） at individual level, followers＇ optimism mediated the relationship between leader＇ s work engagement and followers＇ job satisfaction, turnover intention. Our findings provide some important theoretical contributions and practical implications