柔性人力资源管理何以驱动员工自我领导——基于动态地位的视角

How Flexible Human Resource Management Drives Employee Self-Leadership:From the Perspective of Dynamic Status

在商业环境日趋复杂和多变的时代,员工的自我领导对组织的生存和发展发挥着重要作用。然而,如何通过有效的管理实践来推动员工的自我领导仍需进一步探讨。基于动态地位理论,分析了柔性人力资源管理对员工自我领导的影响机制,尤其是员工地位追求动机在二者之间的中介作用以及领导力普遍性观念的调节作用。对三个不同时点的439份纵向员工问卷数据进行分析的结果表明,柔性人力资源管理与员工自我领导呈正相关关系,地位追求动机在二者的关系中起到中介作用;当员工的领导力普遍性观念较低时,柔性人力资源管理通过地位追求动机影响员工自我领导的正向关系较强。基于上述结论,在人机共存的新环境下,管理者应重视建立柔性人力资源管理,关注员工的认知特征和动机因素,同时向员工传递地位可变的信号,从而激发员工的地位追求动机和自我领导行为。

In today's increasingly complex and volatile business environment,employee self-leadership plays an important role in the survival and development of an organization.However,how to promote employee self-leadership through effective management practices still needs to be further explored.Based on the dynamic status theory,this paper analyzes the affecting mechanism of flexible human resource management on employee self-leadership,especially the mediating role of the status seeking motivation of the employees between the two and the moderating role of universal concept of leadership.The analysis of the data of 439 longitudinal employee questionnaire at three different time points shows that flexible human resource management is positively correlated with employee self leadership,and that status pursuit motivation plays a mediating role in the relationship between the two.When the general concept of leadership among employees is lower,flexible human resource management has a stronger positive relationship to affect employee self-leadership through status seeking motivation.Based on the above conclusion,in the new environment of human-machine coexistence,managers should attach importance to establishing flexible human resource management,pay attention to the cognitive characteristics and motivational factors of employees,and transmit signals of variable status to employees,thereby stimulating their status pursuit motivation and self-leadership behaviors.