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5066新冠肺炎疫情扰乱了企业正常的工作秩序，很多员工的身心健康经受了前所未有的焦虑、折磨与挑战，使其幸福感和工作投入度降低。员工工作幸福感是健康组织的重要标准，疫情情景下需要诉诸能驾驭不确定性的新型领导行为来提升员工的工作幸福度。文章基于自我决定理论和资源保存理论，探讨了量子型领导对员工工作幸福感的影响及其传导机制。研究发现量子型领导对个人组织匹配和员工工作幸福感有显著的正向影响，当员工越是处于高情绪衰竭时，个人组织匹配对员工工作幸福感的影响越强。文章为企业在管理实践中从培育量子领导力、提升个人组织匹配度、消解员工情绪衰竭方面提升员工工作幸福度提供理论支持和实践参考。
疫情不确定情景下量子型领导会提升员工工作幸福感吗？——个人组织匹配与情绪衰竭的作用
摘要
参考文献
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引用本文
辛杰, 屠云峰, 焦文浩. 疫情不确定情景下量子型领导会提升员工工作幸福感吗？——个人组织匹配与情绪衰竭的作用[J]. 上海财经大学学报, 2021, 23(1): 15-26.
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