分布式领导是员工主动行为的驱动因素吗?——一个基于多重中介效应模型的检验
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外国经济与管理 2014 年 第 36 卷第 09 期, 页码：38 - 51
摘要
参考文献
摘要
作为一种新型的领导发展取向,分布式领导是员工主动行为和绩效的重要驱动因素,然而国内外有关分布式领导对员工主动行为影响效应和作用机制的研究并不多。本研究在对国内外相关理论研究和实证研究进行系统分析的基础上,构建了分布式领导影响员工主动行为的模型并加以验证。层次回归分析结果表明,心理授权在分布式领导与员工主动行为之间起着完全中介作用,组织自尊在分布式领导与员工主动行为之间起着显著的部分中介作用;结构方程模型整体检验结果表明,分布式领导对员工主动行为的影响存在三条路径:通过心理授权影响员工的主动行为;通过组织自尊影响员工的主动行为;通过心理授权影响组织自尊进而影响员工的主动行为。本研究的结果有助于揭示分布式领导影响员工主动行为的内在作用机制,并能够有效指导企业激发员工主动行为的管理实践。
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[2]Bolden R.Distributed leadership in organizations:A review of theory and research[J].International Journal of Management Reviews,2011,13(3):251-269.
[3]Bowling N A,et al.A meta-analysis of the predictors and consequences of organization-based self-esteem[J].Journal of Occupational and Organizational Psychology,2010,83(3):601-626.
[4]Chang I H.A study of the relationships between distributed leadership,teacher academic optimism and student achievement in Taiwanese elementary schools[J].School Leadership and Management,2011,31(5):491-515.
[5]Chiaburu D S,et al.Relative importance of leader influences for subordinates’proactive behaviors,prosocial behaviors,and task performance[J].Journal of Personnel Psychology,2014,13(2):70-86.
[6]Den Hartog,et al.When does transformational leadership enhance employee proactive behavior?The role of autonomy and role breadth self-efficacy[J].Journal of Applied Psychology,2012,97(1):194-202.
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[8]Dunham A H and Burt C D B.Organizational memory and empowerment[J].Journal of Knowledge Management,2011,15(5):851-868.
[9]Fitzsimons D,et al.Alternative approaches for studying shared and distributed leadership[J].International Journal of Management Reviews,2011,13(3):313-328.
[10]Frese M.The word is out:We need an active performance concept for modern workplaces[J].Industrial and Organizational Psycho-logy:Perspectives on Science and Practice,2008,1(1):67-69.
[11]Heck A K,et al.Mountains out of molehills?Tests of the mediating effects of self-esteem in predicting workplace complaining[J].Journal of Applied Social Psychology,2005,35(11):2262-2289.
[12]Heck R H and Hallinger P.Testing a longitudinal model of distributed leadership effects on school improvement[J].Leadership Quarterly,2010,21(5):867-885.
[13]Hui C,et al.The moderating effects of polychronicity and achievement striving on the relationship between task variety and organization-based self-esteem of mid-level managers in China[J].Human Relations,2010,63(9):1395-1416.
[14]Hulpia H and Devos G.How distributed leadership can make a difference in teachers’organizational commitment?A qualitative study[J].Teaching and Teacher Education,2010,26(3):565-575.
[15]Hulpia H,et al.Development and validation of scores on the distributed leadership inventory[J].Educational and Psychological Measurement,2009a,69(6):1013-1034.
[16]Hulpia H,et al.The influence of distributed leadership on teachers’organizational commitment:A multilevel approach[J].Journal of Educational Research,2009b,103(1):40-52.
[17]Hulpia H,et al.The relationship between the perception of distributed leadership in secondary schools and teachers’and teacher leaders’job satisfaction and organizational commitment[J].School Effectiveness and School Improvement,2009c,20(3):291-317.
[18]Knol J and Van Linge R.Innovative behaviour:The effect of structural and psychological empowerment on nurses[J].Journal of Advanced Nursing,2009,65(2):359-370.
[19]Leung L.User-generated content on the internet:An examination of gratifications,civic engagement and psychological empowerment[J].New Media and Society,2009,11(8):1327-1347.
[20]Li C,et al.Moral leadership and psychological empowerment in China[J].Journal of Managerial Psychology,2012,27(1):90-108.
[21]Liang J,et al.Psychological antecedents of promotive and prohibitive voice:A two-wave examination[J].Academy of Management Journal,2012,55(1):71-92.
[22]Ohly S and Fritz C.Work characteristics,challenge appraisal,creativity,and proactive behavior:A multi-level study[J].Journal of Organizational Behavior,2010,31(4):543-565
[23]Ojedokun O.Role of perceived fair interpersonal treatment and organization-based self-esteem in innovative work behavior in a Nigerian Bank[J].Psychological Thought,2012,5(2):124-140.
[24]Peterson N A.Empowerment theory:Clarifying the nature of higher-order multidimensional constructs[J].American Journal of Community Psychology,2014,53(1-2):96-108.
[25]Pieterse A N,et al.Transformational and transactional leadership and innovative behavior:The moderating role of psychological empowerment[J].Journal of Organizational Behavior,2010,31(4):609-623.
[26]Sheppard B,et al.Distributed leadership,teacher morale,and teacher enthusiasm:Unravelling the leadership pathways to school success[R].Paper presented at the Annual Meeting of the American Educational Research Association,2010.
[27]Spillane J P.Distributed leadership[M].New Jersey:John Wiley and Sons,2012.
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[29]Thorpe R,et al.Towards “leaderful” communities in the North of England:Stories from the Northern Leadership Academy[M].Cork:Oak Tree Press,2008.
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[31]Van Ameijde J D J,et al.Improving leadership in higher education institutions:A distributed perspective[J].Higher Education,2009,58(6):763-779.
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[34]何建霖.国民小学学校分布式领导、教师同僚专业互享与学生学习表现之研究[D].国立中正大学,2009.
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[37]刘军,刘雨川.信心领导与员工建言:一个被调节的双元中介模型[EJ/OL].北京:中国科技论文在线,http://www.paper.edu.cn/releasepaper/content/201305-63.
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引用本文
朱瑜, 黄丽君, 曾程程. 分布式领导是员工主动行为的驱动因素吗?——一个基于多重中介效应模型的检验[J]. 外国经济与管理, 2014, 36(9): 38–51.
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