發(fā)布時(shí)間：2018-03-29 17:16

  本文選題：組織　切入點(diǎn)：情景　出處：《領(lǐng)導(dǎo)科學(xué)》2013年08期

【摘要】：正變革型領(lǐng)導(dǎo)這一概念源于James McGregor Burns,在其基礎(chǔ)之上,Bass提出了組織情景中更為擴(kuò)展更加精確的變革型領(lǐng)導(dǎo)理論,認(rèn)為變革型領(lǐng)導(dǎo)是使部屬對領(lǐng)導(dǎo)者懷有信賴、忠誠及尊敬的感覺,有意愿與動(dòng)機(jī)為領(lǐng)導(dǎo)者付出個(gè)人期望外的努力。變革型領(lǐng)導(dǎo)者具有非常強(qiáng)烈的內(nèi)在價(jià)值感和觀念體系,他們能夠有效地激勵(lì)追隨者實(shí)現(xiàn)最大的組織利益而不僅僅局限于個(gè)人利益。不同于傳統(tǒng)領(lǐng)導(dǎo)理論強(qiáng)調(diào)理性過程,變革型領(lǐng)導(dǎo)理
[Abstract]:The concept of positive transformational leadership is derived from James McGregor Burns. On the basis of it, Bass puts forward a more expanded and more precise transformational leadership theory in the organizational context, which holds that transformational leadership is a sense of trust, loyalty and respect for leaders by subordinates. Willing and motivated to work beyond their personal expectations. Transformational leaders have a very strong sense of intrinsic value and a system of ideas. They can effectively motivate followers to realize the greatest organizational interests, not just personal interests. Different from traditional leadership theory, it emphasizes rational process and transformational leadership.
【作者單位】： 西安郵電學(xué)院;西安交通大學(xué);
【基金】：教育部人文社會(huì)科學(xué)研究規(guī)劃基金資助項(xiàng)目“CEO魅力與組織績效關(guān)系研究”(項(xiàng)目編號(hào):10YJA630184)的階段性成果
【分類號(hào)】：C933
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本文編號(hào)：1682084