不同组织文化中影响领导者有效性的性格因素研究

发布时间：2018-09-05 09:00

【摘要】：本文以领导理论研究为基础,以组织文化为控制变量,以领导者的绩效为因变量,以领导者的性格特征为自变量,对来自六家不同企业的118名中层管理者为研究对象进行了问卷研究,并用多元回归的统计方法分析了不同组织文化下领导者的绩效与领导者性格特征的关系,结果表明,在革新导向型文化中,卡特尔十六项人格因素中的“幻想性”和“独立性”、八项次级人格因素中的“创造能力个性因素”等三项性格与领导者绩效有显著的正相关;在支持导向型文化中,卡特尔十六项人格因素中的“乐群性”、“情绪稳定性”以及“世故性”等三项性格因素与领导者绩效有显著的正相关;在目标导向型文化中,卡特尔十六项人格因素中的“有恒性”和“自律性”与领导者绩效有显著的正相关。据此可以说明,在不同的组织文化中,对有效领导者所需要具备的性格特征的要求是不同的。
[Abstract]:Based on the research of leadership theory, this paper takes the organizational culture as the controlling variable, the leader's performance as the dependent variable, and the leader's character as the independent variable. A questionnaire was conducted on 118 middle-level managers from six different enterprises, and the relationship between leaders' performance and leaders' personality characteristics under different organizational cultures was analyzed by multivariate regression. In innovation-oriented culture, "fantasy" and "independence" of Cattell's sixteen personality factors and "creative ability personality factors" of eight secondary personality factors have significant positive correlation with leader performance. In support oriented culture, the three personality factors of Cartel's 16 personality factors, such as "group", "emotional stability" and "sophistication", were positively correlated with leader performance, while in goal-oriented culture, three personality factors were positively correlated. Among Cattell's 16 personality factors, "consistency" and "self-discipline" are positively correlated with leader's performance. It can be concluded that in different organizational cultures, there are different requirements for the personality traits of effective leaders.
【作者单位】：西安交通大学管理学院西安交通大学管理学院
【基金】：国家自然科学基金委员会资助项目(70171006) 国家自然科学基金优秀创新群体资助项目(70121001)
【分类号】：C933

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