服务型领导与员工主动变革行为的关系——一个被调节的中介模型

【摘要】 动态环境背景下,主动变革行为日益成为人力资源管理关注的热点。本文基于工作中个人成长整合模型探讨了服务型领导对员工主动变革行为的影响机制和边界条件。并通过对262份有效样本的实证分析表明:服务型领导对员工主动变革行为具有显著的正向影响;工作繁荣在服务型领导与员工主动变革行为间起部分中介作用;高水平的心理安全氛围显著增强工作繁荣对员工主动变革行为的正面影响。最后提出如下建议:建立为下属服务的激励机制,营造为下属服务的企业氛围;从学习和活力两方面,采取措施激发工作繁荣体验;建立容错机制,注重员工的心理安全感建设等建议。更多还原

【Abstract】 In the context of dynamic environment, the act of active change has increasingly become a hot spot of human resource management. Based on the integrative model of human growth at work, this research discusses the influence mechanism and boundary conditions of service-oriented leadership on employee’s active change behavior. Using 262 valid data, we found that servant leadership had a positive effect on employee’s taking change behavior. Thriving at work played a partial mediating role between servant leadership and taking change behavior. Besides, psychological safety climate moderated the relationship between thriving at work and taking change behavior. In other words, the higher the psychological safety climate, the stronger positive relationship between thriving at work and taking charge behavior. The management suggestions include: establishing an incentive mechanism for servicing subordinates and striving to create a corporate atmosphere; taking measures to stimulate thriving from both learning and vitality; and establishing a fault-tolerant mechanism and focusing on the construction of employees’ psychological safety.更多还原