包容型领导如何促进员工真实性:一个有调节的中介模型
文献类型：学位论文
| 作者 | 方辉 |
| 答辩日期 | 2022-12 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 王詠 |
| 关键词 | 员工真实性 包容型领导 员工组织匹配 自恋 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | How Inclusive Leadership promotes Employee Authenticity: A Moderated Mediation Model |
| 中文摘要 | Authenticity has been recognized as a basic personality strength, which is not only an important indicator of mental health and positive adaptability of individuals, but also a positive trait advocated in the field of organizational behavior. Employees' perception of being allowed and encouraged to maintain their true selves in work environment is helpful for them to establish work-related autonomous experiences, which in turn encourages them to improve work behavior and performance according to complete self-awareness, and helps the organization maintain strong vitality. The science and technology era under the Covid-19 epidemic has greatly increased the uncertainty and complexity of the economic development environment. Meanwhile, the new generation employees now become the main professional force. They witnessed the rapid development of China's economy and have a better level of education. Compared with traditional employees, they have a pronounced label of unique and autonomous identity. The passive following relationship between them with organization has evolved into an active and self-determining one. Thus, differed from traditional leader-centered authentic leadership, the concept of employee-centered inclusive leadership emerges at the right time. If leaders can have an inclusive attitude to the diversified and autonomous needs of employees and create a self-supportive organizational environment for employees, it will help employees stimulate their authenticity value. To meet the theoretical and practical needs, this thesis uses the relational leadership theory and the self-determination theory as bases, tests the relationship mechanism between inclusive leadership and employee authenticity for the first time, and constructs a moderated mediation model with person-organization as mediating variable and narcissism as moderating variable. In order to verify this hypothesis model, this study distributed questionnaires to enterprises' employees across the country through Internet in three rounds. The first round measured employees' demographic information and inclusive evaluation of leaders; the second round measured employees' perceived organizational fit and narcissism level; and the third round measured employees' authenticity. After screening and matching, data from 1061 valid questionnaire were obtained. Results show that: (1) there is a positive relationship between inclusive leadership and employee authenticity; (2) person-organization fit plays a mediating role between inclusive leadership and employee authenticity, namely, inclusive leadership promotes employee authenticity by promoting person-organization fit; (3) narcissism negatively moderates the positive relationship between inclusive leadership and person-organizational fit, i.e. the higher the level of narcissism, the more the positive effect of inclusive leadership on person-organizational fit is weakened; (4) narcissism moderates the mediating effect of person-organization fit between inclusive leadership and employee authenticity, i.e. the higher the level of narcissism, the more the positive effect of inclusive leadership on employee authenticity through person-organizational fit is weakened. On the basis of Chinese domestic professional situation and from relational leaders' perspective of interpersonal orientation, this study reveals the relationship between inclusive leadership and employee authenticity under the framework of self-determination theory. By constructing a moderated mediating effect model, the relationship mechanism and boundary conditions between inclusive leadership and employee authenticity are deeply analyzed. The conclusion obtained in this study not only makes up for the shortcomings of the existing empirical research on the antecedents of employee authenticity, but also enriches the transmission path of inclusive leadership effectiveness, and provides a new reference for enterprises to effectively stimulate employee authenticity and improve leadership effectiveness in management practice. |
| 英文摘要 | 真实性作为一种基本的人格力量，不仅对个体的心理健康与积极适应具有重要的意义，同样也是组织行为领域中被倡导的积极品质。员工在工作环境中感知到被允许、鼓励保持真实自我，有利于员工建立起与工作有关的自主体验，激励员工根据完整的自我意识来提升工作行为与绩效，帮助组织保持旺盛的生命力。疫情下的科技时代增加了经济发展环境的不确定性与复杂性，作为职业主力的新生代员工，见证了中国经济高速发展，并拥有更好的受教育程度。相较于传统员工，他们独特性与自主性的身份标签将对组织的被动追随演变成为一个主动的、由员工来决定的过程。为此，区别于传统领导中心的真实型领导，以员工为中心的包容型领导概念应运而生。如果领导者能够以一种包容的态度关注员工多样化、自主性需求，为员工塑造自主支持的组织环境，将有助于员工激发真实性价值。 综合理论与现实需要，本文以关系型领导理论和自我决定理论为基础，检验了包容型领导与员工真实性的关系，并引入员工组织匹配为中介变量、自恋为调节变量，构建了一个有调节的中介模型。为了验证研究假设模型，本研究通过网络面向全国各地的在职员工分三轮发放问卷。第一轮测量员工的人口学信息和对领导的包容性评价;第二轮测量员工感知到的组织匹配与自恋水平;第三轮测量员工真实性。经筛选、匹配后获得1061份有效问卷数据。结果发现:(1)包容型领导与员工真实性成正相关;(2)员工组织匹配在包容型领导与员工真实性之间起到中介作用，即包容型领导通过促进员工组织匹配，进而促进员工真实性; (3)自恋负向调节了包容型领导与员工组织匹配之间的积极关系，即员工自恋水平越高，包容型领导对员工组织匹配的促进作用越小;(4)自恋调节了员工组织匹配在包容型领导与员工真实性之间的中介效应，即员工自恋水平越高，包容型领导通过员工组织匹配促进员工真实性的积极效应被削弱。 本研究立足中国本土职业情景，以关系型领导“人际取向”的互动视角为出发点，在自我决定理论框架下揭示了包容型领导与员工真实性的关系，通过构建有调节的中介效应，深入分析包容型领导与员工真实性之间的关系机制与边界条件。本研究结论既弥补了现有实证研究对员工真实性前因探索的不足，也丰富了包容性领导效能的传导路径，为企业组织在管理实践中有效激发员工真实性，提升领导效能提供了新的参考思路。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/45128]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 方辉. 包容型领导如何促进员工真实性:一个有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2022. |
入库方式： OAI收割
来源：心理研究所
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