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真实型领导与员工承担责任行为是积极组织行为学关注与研究的重要内容,对二者之间关系的认识与理解,对指导和促进组织健康发展具有重要的意义。而学界目前关于二者之间关系的研究却还很少。本研究以自我决定理论为基础,探讨了真实型领导对员工承担责任行为的影响,分析了员工内化动机的中介作用以及员工人际敏感特质的调节作用。研究采用调查问卷研究方法,以北京、深圳两地五家企业300位一线员工为研究对象。通过统计检验发现,真实型领导对员工工作中所表现出的承担责任行为具有显著的正向影响;员工的内化动机在真实型领导与员工所表现出的承担责任行为之间起中介作用;当员工的人际敏感特质越突出时,真实型领导对员工内化动机的正面积极影响就越强。而当员工的人际敏感特质较弱时,真实型领导的领导效能被降低。
Real-style leadership and employee responsibility behavior are the important contents of actively organizing and studying behavioral science. Understanding and understanding the relationship between them is of great significance in guiding and promoting the healthy development of the organization. However, the current academic research on the relationship between the two is still rare. Based on the self-determination theory, this study explores the impact of real leadership on employees’ commitment to responsibility, analyzes the intermediary role of employee internalization motivation and the employee’s interpersonal sensitivity. The research uses the questionnaire research method, taking the 300 first-line staff from five enterprises in Beijing and Shenzhen as the research object. Through statistical tests, it is found that the real leadership has a significant positive effect on the responsibility-bearing behavior demonstrated by the employees in their work. The internalization motivation of the employees plays an intermediary role between the real leadership and the employee’s responsibility-bearing behavior. As the interpersonal sensitivity of employees becomes more prominent, the positive impact of real leadership on the internal motivation of employees is stronger. When the staff’s interpersonal sensitivity is weak, the leadership effectiveness of the real leadership is reduced.