领导者信息共享行为对员工绩效的影响机制研究——工作投入的中介作用及情感信任的调节作用

Exploring When and Why Information Sharing Behavior of Leader Affects Employee Performance:The Mediation Role of Work Engagement and Moderation Role of Affective Trust

本文基于工作资源要求模型与领导者员工互动的视角,完整地揭示了领导者信息共享行为影响员工绩效的内在机理。通过对210份调研问卷的分析发现:(1)领导者信息共享行为正向影响员工绩效;(2)工作投入在领导者信息共享行为与员工绩效间起完全中介作用;(3)情感信任正向调节领导者信息共享行为与工作投入、员工绩效间的关系,即在高情感信任的情况下,领导者信息共享行为与工作投入、员工绩效之间的正相关关系才显著;(4)情感信任加强了工作投入在领导者信息共享行为与员工绩效之间的中介作用。

Drawing on the job demand resource model and the interaction perspective between leader and employee, this study reveals the mechanism of how leader’s information sharing behavior influences employee performance. Results from 210 survey samples demonstrate that： （1）leader’s information sharing behavior has positive influence on employee performance; （2）work engagement fully mediates the relationship between the leader’s information sharing behavior and employee performance; （3） affective trust positively moderates the relationship of leader’s information sharing behavior with work engagement and employee performance. It’s only when affective trust is high that leader’s information sharing behavior is positively related to work engagement and employee performance; （4）affective trust strengths the mediation effect of work engagement between leader’s information sharing behavior and employee performance.