發(fā)布時(shí)間：2018-05-02 02:42

  本文選題：包容型領(lǐng)導(dǎo) + 心理授權(quán)�。� 參考：《石河子大學(xué)》2017年碩士論文

【摘要】：目前,新生代員工逐漸成為職場主力軍,他們不僅在工作場所展現(xiàn)出充滿活力的創(chuàng)造精神,更由于其“張揚(yáng)”的個(gè)性與行為對現(xiàn)行規(guī)則和管理者提出挑戰(zhàn)。“十三五”規(guī)劃明確提出厚植發(fā)展優(yōu)勢并且兼顧包容型發(fā)展,它倡導(dǎo)把筑牢發(fā)展基礎(chǔ)轉(zhuǎn)換成生機(jī)勃勃的生長過程,闡發(fā)出了中國未來五年發(fā)展將富有生機(jī)和活力,包容型發(fā)展方式將會是使每位公民都能夠受益并改變?nèi)松壽E的政策導(dǎo)向。因此,當(dāng)“包容性發(fā)展”的概念在博鰲亞洲論壇2011年會上被正式提出,理論界和實(shí)務(wù)界就敏銳的意識到“包容型領(lǐng)導(dǎo)”可能是“包容”沖突,激發(fā)新生代員工創(chuàng)造力的有效手段。由于員工創(chuàng)造力管理的復(fù)雜與微妙,有必要在中國文化情境下深入探究包容型領(lǐng)導(dǎo)對新生代員工創(chuàng)造力的內(nèi)在作用機(jī)制。包容型領(lǐng)導(dǎo)風(fēng)格能使員工感受到真實(shí)的工作意義,從而促進(jìn)提升員工的自我效能感,當(dāng)員工在工作中取得一定的工作成績并且具有一定的工作影響力時(shí),其工作自主性也就會顯著提升。同時(shí),包容型領(lǐng)導(dǎo)強(qiáng)調(diào)心理授權(quán),本質(zhì)是包容型領(lǐng)導(dǎo)中各維度與心理授權(quán)中的各維度成排列組合式的多元作用機(jī)制,當(dāng)員工感受到領(lǐng)導(dǎo)的包容型風(fēng)格時(shí),其心理授權(quán)水平顯著提升,從而激發(fā)出員工創(chuàng)造力。因此,本研究以新生代員工為研究對象,基于自我決定理論,將包容型領(lǐng)導(dǎo)風(fēng)格、心理授權(quán)與員工創(chuàng)造力同時(shí)納入模型中進(jìn)行作用機(jī)制研究,在經(jīng)過理論推演、實(shí)地調(diào)研的基礎(chǔ)上,對376份有效問卷進(jìn)行實(shí)證分析,最終驗(yàn)證了包容型領(lǐng)導(dǎo)風(fēng)格對新生代員工創(chuàng)造力的作用機(jī)制,得出結(jié)論如下:第一,新生代員工中男性的創(chuàng)造力顯著強(qiáng)于女性;第二,包容型領(lǐng)導(dǎo)風(fēng)格能顯著提升新生代員工創(chuàng)造力;第三,包容型領(lǐng)導(dǎo)風(fēng)格能顯著提升新生代員工心理授權(quán)水平;第四,心理授權(quán)及其各維度(工作意義、工作自主性、自我效能感以及工作影響力)能顯著提升新生代員工創(chuàng)造力;第五,心理授權(quán)中的工作意義維度、工作自主性維度以及自我效能感維度在包容型領(lǐng)導(dǎo)與新生代員工創(chuàng)造力關(guān)系之間起部分中介作用。但工作影響力維度在上述二者之間不存在中介作用。最后,筆者基于研究結(jié)論,建議本土企業(yè)在今后的管理實(shí)踐中,多采用包容型領(lǐng)導(dǎo)風(fēng)格對待下屬,當(dāng)員工感知到領(lǐng)導(dǎo)者的包容性,其心理授權(quán)水平就會顯著提升,從而激發(fā)員工創(chuàng)造潛能,為企業(yè)創(chuàng)造更多的利益。
[Abstract]:At present, the new generation of employees have gradually become the main force in the workplace. They not only display a dynamic creative spirit in the workplace, but also challenge the existing rules and managers because of their "publicity" personality and behavior. The 13th Five-Year Plan clearly proposed the advantages of thick planting development and balanced inclusive development. It advocated transforming the foundation of building solid development into a dynamic growth process, explaining that China's development in the next five years will be full of vitality and vitality. Inclusive development will be the policy direction that enables every citizen to benefit and change the course of life. Thus, when the concept of "inclusive development" was formally introduced at the Boao Forum for Asia annual meeting in 2011, the theoretical and practical communities were acutely aware that "inclusive leadership" could be a "inclusive" conflict, The effective means to stimulate the creativity of the new generation of employees. Due to the complexity and subtlety of employee creativity management, it is necessary to explore the internal mechanism of inclusive leadership on the creativity of the new generation of employees in the context of Chinese culture. The inclusive leadership style can make the employees feel the real work meaning, thus promote the self-efficacy of the employees, when the employees have a certain job achievement and have a certain work influence, Their job autonomy will also be significantly increased. At the same time, inclusive leadership emphasizes psychological empowerment, which is essentially a multi-functional mechanism in which all dimensions of inclusive leadership and each dimension of psychological empowerment are arranged and combined. When employees feel the inclusive style of leadership, The level of psychological empowerment is significantly improved, thus stimulating the creativity of employees. Therefore, this study takes the new generation of employees as the research object, based on the theory of self-determination, the inclusive leadership style, psychological empowerment and employee creativity are included in the model to study the mechanism of action. Based on the field research, 376 valid questionnaires are analyzed, and the mechanism of inclusive leadership style on the creativity of the new generation of employees is verified. The conclusions are as follows: first, In the new generation of employees, the creativity of the male is significantly stronger than that of the female; second, the inclusive leadership style can significantly enhance the creativity of the new generation of employees; third, the inclusive leadership style can significantly improve the level of psychological empowerment of the new generation of employees; fourth, Psychological empowerment and its dimensions (job meaning, job autonomy, self-efficacy and job influence) can significantly improve the creativity of the new generation of employees. The dimensions of job autonomy and self-efficacy play an intermediary role in the relationship between inclusive leadership and the creativity of the new generation of employees. However, there is no intermediary effect between the above two dimensions. Finally, based on the conclusions of the research, the author suggests that local enterprises should adopt inclusive leadership style to treat their subordinates in the future management practice. When the employees perceive the leader's inclusiveness, their psychological empowerment level will be improved significantly. In order to stimulate the creative potential of employees, for the enterprise to create more benefits.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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