领导授权赋能行为与远程员工工作嵌入的关系研究——一个有中介的调节效应

领导授权赋能行为对员工工作嵌入有着明显的内生作用机制。本文基于新冠肺炎疫情的特殊性构建领导授权赋能行为与员工工作嵌入的假设模型,并进一步分析心理授权在二者关系中的中介作用以及共生理念的调节作用。结果显示:领导授权赋能行为与远程员工工作嵌入存在显著正向影响,同时心理授权在领导授权赋能行为与工作嵌入关系中起到中介作用,而且员工共生观念在领导授权赋能行为与心理授权及工作嵌入的关系中起到调节作用。最后基于研究结果,分别从领导者和员工两个视角提出促进员工工作嵌入的管理策略,以帮助企业和员工形成命运共同体,激励员工积极工作,最终达到员工高嵌入的目的。

Leadership empowerment behavior has an obvious endogenous mechanism for employee work embeddedness.Based on the particularity of the epidemic situation,this paper constructs a hypothesis model of leadership empowerment behavior and employee job embeddedness,and further analyzes the intermediary role of psychological empowerment in the relationship between the two and the regulatory role of symbiotic concept.The results show that there is a significant positive impact between leadership empowerment and work embeddedness of remote employees,psychological empowerment plays an intermediary role in the relationship between leadership empowerment and work embeddedness,and the concept of employee symbiosis plays a regulatory role in the relationship in leadership empowerment,psychological empowerment and work embeddedness.Based on the results of the study,the management strategies to promote employee work embeddedness are put forward from the perspectives of leaders and employees,in order to help enterprises and employees form a community of destiny,encourage employees to work actively,and finally achieve the goal of high embeddedness of employees.