本文關(guān)鍵詞： 積極挑戰(zhàn)行為 追隨力 道德領(lǐng)導(dǎo) 工作績(jī)效　出處：《管理學(xué)報(bào)》2017年10期 　論文類型：期刊論文

【摘要】：在深度訪談的基礎(chǔ)上,基于531份大樣本數(shù)據(jù)以及來(lái)自北京地區(qū)某房地產(chǎn)服務(wù)企業(yè)的192份領(lǐng)導(dǎo)-下屬配對(duì)樣本展開兩項(xiàng)研究,對(duì)組織中員工積極挑戰(zhàn)行為的內(nèi)涵、測(cè)量及其前因、結(jié)果變量和影響機(jī)制的邊界條件進(jìn)行了探索。在追隨力理論的框架下,首先界定了組織中積極挑戰(zhàn)行為的內(nèi)涵,并先后通過(guò)定性與定量的方法將其與相關(guān)概念進(jìn)行了區(qū)分,最后開發(fā)了5個(gè)題項(xiàng)的量表對(duì)積極挑戰(zhàn)行為進(jìn)行測(cè)量。研究結(jié)果進(jìn)一步發(fā)現(xiàn):道德型領(lǐng)導(dǎo)與員工的積極挑戰(zhàn)行為呈正相關(guān)關(guān)系;道德型領(lǐng)導(dǎo)與員工職業(yè)發(fā)展呈正相關(guān)關(guān)系;員工的積極挑戰(zhàn)行為部分中介了道德型領(lǐng)導(dǎo)與職業(yè)發(fā)展之間的正相關(guān)關(guān)系;積極挑戰(zhàn)行為的中介作用被工作績(jī)效所調(diào)節(jié)。研究結(jié)論從追隨力的角度提出并發(fā)展了積極挑戰(zhàn)行為這一概念,豐富和拓展了對(duì)組織中員工追隨行為的認(rèn)識(shí),并為組織中理性對(duì)待員工的積極挑戰(zhàn)行為提供了啟迪。
[Abstract]:On the basis of in-depth interviews, two studies were conducted on the basis of 531 large sample data and 192 leader-subordinate matched samples from a real estate service enterprise in Beijing. This paper explores the connotation, measurement and its antecedents, outcome variables and boundary conditions of employee's positive challenge behavior in the organization. Firstly, it defines the connotation of positive challenge behavior in the organization, and distinguishes it from related concepts by qualitative and quantitative methods. Finally, we developed a scale of 5 items to measure the positive challenge behavior. The results showed that moral leadership had a positive correlation with the positive challenge behavior of employees; There is a positive correlation between moral leadership and staff career development. The positive challenge behavior of employees partly mediates the positive correlation between moral leadership and career development; The mediating role of positive challenge behavior is regulated by job performance. The conclusion of the study puts forward and develops the concept of positive challenge behavior from the perspective of follow ability, which enriches and expands the understanding of employee's following behavior in the organization. And for the rational treatment of employees in the organization of positive challenge behavior to provide inspiration.
【作者單位】： 中國(guó)人民大學(xué)商學(xué)院;香港理工大學(xué)工商管理學(xué)院;北方工業(yè)大學(xué)經(jīng)濟(jì)管理學(xué)院;
【基金】：國(guó)家自然科學(xué)基金資助項(xiàng)目(71372161,71072142,71640015) 中央高�；究蒲袠I(yè)務(wù)費(fèi)專項(xiàng)資金資助項(xiàng)目(17XNH079)
【分類號(hào)】：F272.92
【正文快照】： 1　研究背景隨著互聯(lián)網(wǎng)和電子信息技術(shù)的應(yīng)用,現(xiàn)代組織結(jié)構(gòu)越來(lái)越傾向于扁平化、透明化,下級(jí)員工擁有了比以往更多的發(fā)聲渠道和施展途徑。以往以領(lǐng)導(dǎo)為中心的自上而下垂直領(lǐng)導(dǎo)的作用越來(lái)越有限[1],領(lǐng)導(dǎo)模式也從單純的“自上而下”轉(zhuǎn)變?yōu)榕c“自下而上”同時(shí)進(jìn)行,表現(xiàn)出更加復(fù)雜，

本文編號(hào)：1488024