参与式领导如何影响团队成员的工作表现？—有调节的中介效应

摘要/Abstract

摘要： 借鉴自我归类理论和公平启发理论，构建了有调节的中介作用模型，以解释参与式领导对员工工作投入和工作主动性的影响机制及边界条件。通过对62名团队领导和282名员工的配对调查数据进行分析，结果表明：（1）参与式领导可以借助内部人身份感知的中介作用，对员工的工作投入和工作主动性产生间接的积极影响；（2）团队公平氛围能够正向调节参与式领导与员工内部人身份感知之间的关系；（3）内部人身份感知在参与式领导与员工工作投入和工作主动性关系间的中介作用会受到团队公平氛围的调节，表现为被调节的中介作用模式。

关键词: 参与式领导, 工作投入, 工作主动性, 内部人身份感知, 团队公平氛围

Abstract: Drawing on the self-categorization theory and the fairness heuristic theory, the present study proposed a moderated mediation model to explain the impacting mechanism and boundary conditions of participative leadership in the work engagement and initiative of employees. Analyses of multilevel, multisource and lagged data from 62 team leaders and 282 employees indicated that: 1) participative leadership by means of perceived insider status impacts positively the relationship between employees’ work engagement and initiative; 2) organizational justice climate can positively moderate the relationship between participative leadership and employees’ perceived insider status; 3) the mediating function of perceived insider status between participative leadership and employees’ work engagement and initiative can be moderated by organizational justice climate. Thus, a moderated mediation model can be witnessed.

Key words: participative leadership, work engagement, work initiative, perceived insider status, organizational justice climate

中图分类号:

B849

窦运来, 沈伊默. 参与式领导如何影响团队成员的工作表现？—有调节的中介效应[J]. 心理与行为研究, 2021, 19(6): 845-852.

DOU Yunlai, SHEN Yimo. How Does Participative Leadership Impact on the Employees’ Performance? Moderated Mediating Effect[J]. Studies of Psychology and Behavior, 2021, 19(6): 845-852.

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