真实型领导对员工安全绩效的影响机制

Impact mechanism of authentic leadership on employee safety performance

为了深入剖析安全绩效的影响因素,切实有效地提升员工安全绩效水平,将组织行为学热点概念———真实型领导引入安全管理研究领域,探索真实型领导与员工安全绩效的关系。以社会信息加工理论为基础,建立以角色宽度自我效能和情感承诺为中介变量、职场灵性为调节变量的真实型领导对安全绩效作用机制的理论模型,基于分布在43家典型性制造企业中的69位领导和435名员工的配对问卷调查数据,验证理论模型中变量关系的假设。结果表明:1)真实型领导正向影响员工安全绩效;2)角色宽度自我效能、情感承诺均在真实型领导与员工安全绩效之间起着部分中介作用;3)职场灵性在角色宽度自我效能与安全绩效、情感承诺与安全绩效的关系之间均起着正向调节作用。

This paper introduced role breadth self-efficacy and affective commitment as mediating variables and set workplace spirituality as a moderating variable to explore the mechanism and boundary conditions of the effect of authentic leadership on safety performance.To achieve the purpose,we investigated leaders and employees of 43 manufacturing enterprises and collected data samples on the authentic leadership scale,the role breadth self-efficacy scale,the affective commitment scale,the safety performance scale,and the workplace spirituality scale.After rejecting the questionnaires with missing values and extreme distribution of answers,we obtained effective paired questionnaires of 69 leaders and 435 employees.Based on homologous bias analysis,reliability analysis,and validity analysis,we verified the five research hypotheses by using a structural equation model.The results of empirical analysis show that:authentic leadership has a significant positive impact on employee safety performance;both role breadth self-efficacy and affective commitment play a partial mediating role between authentic leadership and employee safety performance;both the role breadth self-efficacy mediating effect and the affective commitment mediating effect are positively moderated by workplace spirituality.Through the above research,we demonstrate that there are two mechanism paths:“authentic leadership→role breadth self-efficacy→safety performance”and“authentic leadership→affective commitment→safety performance”.Therefore,enterprise leaders should pay attention to improve their authentic leadership level in their daily work,adhere to the principle of morality firstly,and manage their behavior with high standards of moral integrity and faith;when recruiting personnel for safety management posts,enterprises should give priority to employees with self-confidence and good psychological quality under the same conditions,and give certain decisions to subordinates in work practice.On the other hand,leaders should give more cognitive and emotional support to employees,care about their actual situation,and help their subordinates to feel the warmth of the organization.Besides,enterprises can create a good environment for the cultivation of employees'workplace spirituality,and create a truly recognized and people-oriented corporate culture atmosphere.