挑战性压力源对员工主动行为的影响——职业使命感与授权型领导的作用

The Impact of Challenging Stressors on Employee Proactive Behavior——The Effects of Career Calling and Empowering Leadership

基于自我决定理论与社会信息加工理论,探讨了挑战性压力源对员工主动行为的作用机理。通过对240份有效调查问卷的数据进行统计分析发现:挑战性压力源正向影响员工主动行为;职业使命感在挑战性压力源与员工主动行为之间起部分中介作用;授权型领导正向调节了职业使命感与员工主动行为之间的关系,从而在授权型领导水平较高的情况下,职业使命感对挑战性压力源与员工主动行为之间关系的中介效应更强。研究不仅拓展了员工主动行为影响因素的理论分析框架,丰富了相应实证分析证据,也对企业压力管理及领导-成员关系管理方面实践具有一定启示。

Drawing on self-determination theory and social information processing theory,this paper seeks to examine the impact mechanism of challenging stressors on employee proactive behavior.Analysis on the data collected from 240 valid questionnaires showed that:challenging stressors positively affected employee proactive behavior;career calling partially mediated the influence of challenging stressors on employee proactive behavior;empowering leadership positively modulated the relationship between career calling and employee proactive behavior,so that the mediating effect of career calling on the relationship between challenging stressors and employee proactive behavior was stronger when empowering leadership level was high.The study not only expands the theoretical framework of influencing factors of employee proactive behavior,enriches the corresponding empirical evidence,but also enlightens the practice of enterprise stress management and leader-member relationship management.