谦卑型领导的测量、前因以及对员工绩效的跨层影响研究

发布时间：2018-11-23 07:47

【摘要】：谦卑具有悠久的文化与宗教历史背景,这在中西方的历史发展长河中都是有目共睹、深有感触的,各种教派像佛教、伊斯兰教等都将谦卑当作对个体以及社会的道德滋养,对谦卑的推崇都是显而易见的。而将谦卑引入领导者领域中则是始于西方,谦卑型领导的提出为现实中企业丑闻、权力滥用、商业欺诈等不良现象提供了解释原因和解决途径,是一种迎合时代需求的新兴领导理论。近几年,西方学者对谦卑型领导的研究热度不减,范围涉及到概念、量表开发以及前因后果各个方面,而在国内,谦卑型领导的研究也是近一两年开始兴起,大多数集中于对结果变量的探索,可以说,尚有大量的理论与实践价值值得研究和开发。本文包含三个子研究,包括:研究一为谦卑型领导的量表建构及效度检验。本研究将国内企事业单位员工分为2组样本,通过质化研究建立谦卑型领导初始量表,进行结构效度和预测效度的检验,后续前因后果研究均采用此量表。研究二为谦卑型领导的前因研究。本研究选择的前因变量为自恋和马基雅维利主义,以山东、南昌等地企事业单位员工为样本,一名领导者与三名直接下属组成一个团队,采用团队数据,通过回归分析论证自恋和马基雅维利主义对谦卑型领导的影响。研究三为谦卑型领导对员工绩效的跨层影响研究:以情感承诺为中介、以主管胜任力为调节。研究样本采用研究二的样本,将工作绩效分为角色内绩效和组织公民行为,探讨谦卑型领导对员工绩效的影响路径。得出以下结论:第一,开发了包含4个维度、13个条目的谦卑型领导量表,具有良好的结构效度和预测效度。第二,自恋、马基雅维利主义对谦卑型领导具有显著的负向影响,领导者自恋、马基雅维利主义水平越高,越不太可能成为谦卑型领导。第三,谦卑型领导对员工的角色内绩效和组织公民行为具有显著的正向影响,谦卑型领导通过情感承诺对员工的角色内绩效和组织公民行为施加影响,情感承诺起到完全中介作用,主管胜任力在谦卑型领导与员工的角色内绩效、组织公民行为之间则起到调节作用。
[Abstract]:Humility has a long history of culture and religion, which is obvious to all in the history of China and the West. All sects like Buddhism and Islam regard humility as the moral nourishment of the individual and the society. The reverence for humility is obvious. However, the introduction of humility into the field of leadership begins in the West. The proposal of humble leadership provides an explanation and solution for the bad phenomena such as corporate scandals, abuse of power, commercial fraud and so on. It is an emerging leadership theory that caters to the needs of the times. In recent years, the study of humble leadership by Western scholars has not diminished, and its scope covers concepts, scale development, and causes and consequences. In China, the research on humble leadership has begun to rise in the last year or two. Most of them focus on the exploration of the result variables, so it can be said that there are still a lot of theoretical and practical value worthy of research and development. This paper includes three sub-studies, including: one is the scale construction and validity test of humble leadership. In this study, the employees of domestic enterprises and institutions were divided into two groups. The humble leadership initial scale was established through qualitative research, and the structural validity and predictive validity were tested. The second is the antecedent study of humble leadership. The antecedents of this study were narcissism and Machiavellianism. The employees of enterprises and institutions in Shandong and Nanchang were taken as samples. A leader and three direct subordinates formed a team and used team data. The influence of narcissism and Machiavellianism on humble leadership is demonstrated by regression analysis. The third is the cross-layer influence of humble leadership on employee performance: emotional commitment as the intermediary and supervisor competence as the adjustment. The work performance was divided into intra-role performance and organizational citizenship behavior to explore the impact of humble leadership on employee performance. The main conclusions are as follows: first, the humbler leadership scale, which includes 4 dimensions and 13 items, has good structural validity and predictive validity. Second, narcissism, Machiavellianism has a significant negative impact on humble leadership. The higher the level of leadership narcissism, the less likely Machiavelli will become a humble leader. Thirdly, the humble leadership has a significant positive impact on the employee's in-role performance and organizational citizenship behavior, and the humble leadership exerts an influence on the employee's intra-role performance and organizational citizenship behavior through emotional commitment. Emotional commitment plays a complete intermediary role, supervisor competence plays a regulatory role in the role of humble leadership and employees, and organizational citizenship behavior.
【学位授予单位】：江西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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