發(fā)布時間：2018-04-09 04:21

  本文選題：授權型領導力　切入點：自我效能感　出處：《哈爾濱工業(yè)大學》2010年碩士論文

【摘要】：一直以來關于授權型領導力的研究主要致力于其影響結果上,而對其應用情境卻很少有人研究。本為針對這一空白,提出了授權型領導力對員工自我效能感的影響作用模型,并且在授權型領導力和員工自我效能感之間引入了調(diào)節(jié)變量——人-崗匹配度,在考察授權型領導力對員工自我效能感影響作用的同時,檢驗人-崗匹配度在兩個變量之間的調(diào)節(jié)效用,這也是本研究的主要創(chuàng)新點。 本研究運用科學的方法進行了問卷調(diào)查,樣本為深圳市的15家房地產(chǎn)企業(yè)的227名一線員工。并且運用SPSS 16.0統(tǒng)計軟件和AMOS 5.0軟件對數(shù)據(jù)進行了分析。首先,評估了量表的信度;然后,對3個變量進行了描述性和相關性分析以及驗證性因子分析;最后,運用回歸分析的方法檢驗了本研究的2個假說。 本研究主要得出兩個結論。首先,授權型領導力對員工的自我效能感有顯著的影響作用。其次,人-崗匹配度在授權型領導力和自我效能感之間有調(diào)節(jié)作用,相比較于人-崗匹配度高的員工,對人-崗匹配度低的員工的授權更能增加其自我效能感。 本研究的主要理論意義在于對授權型領導力的應用情境進行了探討,考察其在不同的人-崗匹配度水平下對員工自我效能感的影響。本研究的主要實踐意義在于為管理者對授權的應用提供了建設性意見,管理者可以著重對人-崗匹配度低的員工進行授權來提高他們的自我效能感水平。
[Abstract]:The research on empowerment leadership has been mainly focused on its impact results, but its application context is rarely studied.In order to solve this gap, this paper puts forward the model of the influence of authorized leadership on employee self-efficacy, and introduces the adjusting variable between authorized leadership and employee self-efficacy.While investigating the effect of empowerment leadership on employee self-efficacy, this paper examines the adjustment utility between the two variables, which is also the main innovation of this study.In this study, 227 front-line employees of 15 real estate enterprises in Shenzhen were investigated by scientific method.SPSS 16.0 and AMOS 5.0 are used to analyze the data.First, the reliability of the scale was evaluated; then, the descriptive and correlation analysis and confirmatory factor analysis of three variables were carried out; finally, the two hypotheses of this study were tested by means of regression analysis.There are two main conclusions in this study.First of all, empowerment leadership has a significant impact on employee self-efficacy.Secondly, the degree of person-to-post matching has a moderating effect between authorized leadership and self-efficacy. Compared with the employees with high human-post matching, the empowerment of employees with low human-post matching degree can enhance their self-efficacy.The main theoretical significance of this study is to explore the application situation of authorized leadership and its impact on employee self-efficacy under different person-to-job matching levels.The main practical significance of this study is to provide constructive advice for managers to apply delegation of authority. Managers can focus on empowering employees with low person-to-job matching degree to improve their self-efficacy level.
【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2010
【分類號】：C933

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本文編號：1724826