本文選題：真實(shí)型領(lǐng)導(dǎo)　切入點(diǎn)：員工工作績(jī)效　出處：《天津商業(yè)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著全球化進(jìn)程的不斷推進(jìn),企業(yè)間的競(jìng)爭(zhēng)越演越烈,競(jìng)爭(zhēng)的重點(diǎn)也逐漸由原來(lái)的物質(zhì)資本的競(jìng)爭(zhēng)轉(zhuǎn)變?yōu)槿肆Y本的競(jìng)爭(zhēng),人力資源的質(zhì)量直接決定企業(yè)的績(jī)效水平,關(guān)系到企業(yè)的生存發(fā)展。企業(yè)領(lǐng)導(dǎo)者作為組織的代表,需要帶領(lǐng)員工和組織不斷適應(yīng)新環(huán)境,提升員工工作績(jī)效,推進(jìn)企業(yè)的持續(xù)不斷發(fā)展。真實(shí)型領(lǐng)導(dǎo)是一種特有的正向型領(lǐng)導(dǎo)方式,指領(lǐng)導(dǎo)者在對(duì)組織內(nèi)員工管理的過(guò)程中所具有的與下屬共同發(fā)展、言行一致、綜合各方面信息處理問(wèn)題、不欺瞞下屬等行為,能夠積極樂(lè)觀影響下屬,以實(shí)現(xiàn)組織目標(biāo)。作為本文研究的對(duì)象,真實(shí)型領(lǐng)導(dǎo)按照其內(nèi)涵分為下屬導(dǎo)向、內(nèi)化道德觀、平衡信息處理和誠(chéng)實(shí)不欺等四個(gè)維度;工作績(jī)效作為衡量員工特定的工作目標(biāo)的完成程度,可以界定為任務(wù)績(jī)效、關(guān)系績(jī)效和適應(yīng)績(jī)效等維度。本研究的主要目的在于研究真實(shí)型領(lǐng)導(dǎo)方式對(duì)于員工工作績(jī)效的影響作用和作用機(jī)理,促進(jìn)現(xiàn)代企業(yè)管理水平的提高提供新的路徑。本研究的主要內(nèi)容包括以下方面:(1)圍繞真實(shí)型領(lǐng)導(dǎo)和員工工作績(jī)效開(kāi)展文獻(xiàn)研究,分別對(duì)真實(shí)型領(lǐng)導(dǎo)和員工工作績(jī)效已有研究的概念界定、結(jié)構(gòu)維度和測(cè)量方法進(jìn)行研究,并最終確定本研究相應(yīng)的概念、結(jié)構(gòu)維度。(2)運(yùn)用問(wèn)卷調(diào)查和統(tǒng)計(jì)分析的方法,對(duì)真實(shí)型領(lǐng)導(dǎo)和員工工作績(jī)效之間的關(guān)系進(jìn)行研究。本研究通過(guò)文獻(xiàn)研究的方法提出研究的假設(shè)并構(gòu)建研究模型,隨后進(jìn)行調(diào)查問(wèn)卷的設(shè)計(jì)和發(fā)放,收集問(wèn)卷后進(jìn)行分析,最終得出研究結(jié)果。(3)根據(jù)問(wèn)卷調(diào)查得出的結(jié)論,結(jié)合真實(shí)型領(lǐng)導(dǎo)的相關(guān)維度,得出改善領(lǐng)導(dǎo)方式、提升員工工作績(jī)效的管理啟示。總結(jié)本研究存在的不足,并對(duì)未來(lái)的研究進(jìn)行展望。本研究采用調(diào)查問(wèn)卷,主要包括三方面的內(nèi)容:基本信息、真實(shí)型領(lǐng)導(dǎo)量表、員工工作績(jī)效量表。本研究共回收有效問(wèn)卷252份,對(duì)于問(wèn)卷進(jìn)行整理,并先后通過(guò)差異性分析、相關(guān)性分析和回歸分析對(duì)真實(shí)型領(lǐng)導(dǎo)與員工工作績(jī)效之間的關(guān)系進(jìn)行驗(yàn)證說(shuō)明,并得出如下結(jié)論:(1)對(duì)真實(shí)型領(lǐng)導(dǎo)評(píng)價(jià)在人口統(tǒng)計(jì)學(xué)上存在差異,性別對(duì)于真實(shí)型領(lǐng)導(dǎo)的下屬導(dǎo)向和平衡信息處理的評(píng)價(jià)存在顯著差異,而年齡在對(duì)于真實(shí)型領(lǐng)導(dǎo)各維度的評(píng)價(jià)上均存在顯著差異。(2)員工工作績(jī)效在人口統(tǒng)計(jì)學(xué)變量上存在差異,主要體現(xiàn)為年齡對(duì)員工工作績(jī)效各維度的影響,不同年齡的被試人員的工作績(jī)效存在顯著差異。(3)真實(shí)型領(lǐng)導(dǎo)正向影響員工工作績(jī)效,即真實(shí)型領(lǐng)導(dǎo)與員工工作績(jī)效存在顯著的正相關(guān)關(guān)系。(4)真實(shí)型領(lǐng)導(dǎo)各維度與員工工作績(jī)效各維度存在顯著正相關(guān)關(guān)系。根據(jù)研究結(jié)論及分析,本研究對(duì)于改善企業(yè)領(lǐng)導(dǎo)方式方法,提高企業(yè)人力資源管理水平,進(jìn)而促進(jìn)員工工作績(jī)效提升,提出如下對(duì)策:(1)以下屬為導(dǎo)向,努力提升領(lǐng)導(dǎo)效能和員工工作績(jī)效;(2)實(shí)現(xiàn)群體監(jiān)督,提升領(lǐng)導(dǎo)者道德修養(yǎng),強(qiáng)化制度約束;(3)積極拓展渠道,構(gòu)建順暢的信息和情感交流平臺(tái);(4)領(lǐng)導(dǎo)者以身作則,努力營(yíng)造信任組織氛圍,構(gòu)建良好的人際關(guān)系。本研究創(chuàng)新點(diǎn)包括:第一,研究切入點(diǎn)新穎。本研究以中國(guó)企業(yè)情境為基礎(chǔ),運(yùn)用實(shí)證研究方法,將真實(shí)型領(lǐng)導(dǎo)作為切入點(diǎn)展開(kāi)研究,選題角度新穎;第二,豐富企業(yè)領(lǐng)導(dǎo)科學(xué)研究的成果。本研究將員工工作績(jī)效作為真實(shí)型領(lǐng)導(dǎo)的結(jié)果變量,構(gòu)建真實(shí)型領(lǐng)導(dǎo)對(duì)員工工作績(jī)效的影響模型,通過(guò)實(shí)證來(lái)研究和驗(yàn)證模型,豐富和拓展了真實(shí)型領(lǐng)導(dǎo)的研究領(lǐng)域;第三,拓展企業(yè)績(jī)效提升的有效途徑。本研究嘗試通過(guò)真實(shí)型領(lǐng)導(dǎo)對(duì)員工工作績(jī)效的影響,探討提升員工工作績(jī)效和企業(yè)績(jī)效的新途徑和新方法,對(duì)于企業(yè)管理水平的提升將發(fā)揮積極作用。
[Abstract]:With the development of globalization, the competition between enterprises is becoming more intense, the focus of competition has gradually changed from the original material capital competition is the competition of human capital, the quality of human resources directly determines the enterprise's performance level, related to the survival and development of enterprises. Enterprise leaders as representatives of organizations, employees need to lead and constantly adapt to the new environment, enhance the performance of the staff, promote the enterprise's sustainable development. Authentic leadership is a unique positive leadership, a leader in process management of employees within the organization of their subordinates and common development, and various aspects of information processing, but the subordinate etc. under the positive influence to behavior, in order to achieve organizational goals. As the research object in this paper, according to the connotation of authentic leadership is divided into subordinate oriented, morality, flat The four dimensions of scale information processing and honest; work performance as the complete degree of staff specific tasks can be defined as the goal, task performance, contextual performance and adaptive performance dimensions. The main purpose of this study is the real leadership influence on job performance effect and mechanism, provide new the path to promote the development of modern enterprise management level. The main contents of this study include the following aspects: (1) literature research carried out around the authentic leadership and job performance are respectively on the performance of the existing real leadership and employee definition of structure dimension and measurement methods, and ultimately determine the corresponding research the concept of structure dimension. (2) using the methods of questionnaires and statistical analysis, to study the relationship between authentic leadership and job performance. This study by The methods of literature research and put forward research hypothesis and research model is constructed, and then design the questionnaire, collecting the questionnaire analysis, the final conclusion. (3) according to the survey concluded, combined with the relevant dimensions of authentic leadership, can improve leadership style, enhance the management staff performance. Summarizes the shortcomings of this study, and the future research prospects. This research adopts questionnaire mainly includes three aspects: basic information, authentic leadership scale and job performance scale. In this study, a total of 252 valid questionnaires, the questionnaire were collected and successively by difference analysis correlation analysis and regression analysis on the relationship between authentic leadership and job performance are verified, and the conclusions are as follows: (1) of authentic leadership in demographic evaluation There are differences in gender, authentic leadership subordinate evaluation guide and balance of information processing has significant differences, and age in the evaluation for authentic leadership dimensions there are significant differences. (2) there are differences in the demographic variables, job performance, mainly for the influence of age on job performance dimensions the subjects there are significant differences in the performance of staff. (3) authentic leadership has a positive effect on employee job performance, that there is a significant positive correlation between authentic leadership and job performance. (4) authentic leadership dimensions and job performance have significant positive correlation. According to the study conclusion and analysis, this research to improve the enterprise leadership methods, improve the level of enterprise human resources management, to improve staff performance, put forward the following countermeasures: (1) the following genera The guidance, efforts to improve the effectiveness of leadership and job performance; (2) implementation of the group supervision, enhance the leadership morality, strengthening institutional constraints; (3) actively expand the channel construction of smooth information and emotional communication platform; (4) the leader leads, and strive to create a trust organization atmosphere, build good relationships in this research. Innovations include: first, the research point. This research is based on the novel Chinese enterprise situation, the use of empirical research methods, the authentic leadership is the starting point of the study, the topic is novel; second, rich enterprise leading scientific research achievements. This study will work performance as a true leadership outcome variable. The construction model of the impact of authentic leadership on employees' performance, through empirical analysis to study and validate the model, enrich and expand the research field of authentic leadership; third, expand the enterprise performance improvement Effective way. This study attempts to explore the influence of authentic leadership on employees' work performance, and explore new ways and new ways to improve employee performance and performance, which will play a positive role in the improvement of enterprise management level.

【學(xué)位授予單位】：天津商業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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