本文選題：員工建言 + 謙卑型領(lǐng)導(dǎo)��； 參考：《貴州財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：在知識(shí)大爆炸的今天,新一輪技術(shù)革命已然拉開序幕,企業(yè)面臨的挑戰(zhàn)愈加艱巨。優(yōu)勝劣汰的競爭節(jié)奏崩緊了每位領(lǐng)導(dǎo)者的視覺神經(jīng),唯有不斷改革創(chuàng)新,企業(yè)方能生存。員工智慧是組織打造核心競爭的基礎(chǔ),是組織得以生存的保障。員工建言作為員工智慧轉(zhuǎn)化為組織生產(chǎn)力的關(guān)鍵環(huán)節(jié),對(duì)組織發(fā)展具有重要作用。時(shí)值中國經(jīng)濟(jì)結(jié)構(gòu)性改革,激發(fā)員工智慧,促進(jìn)員工建言,完善組織管理,變得尤為重要。由此,研究員工建言的誘發(fā)因素及其作用原理勢(shì)在必行。本研究從領(lǐng)導(dǎo)行為理論出發(fā),選取謙卑型領(lǐng)導(dǎo)作為研究員工建言的前因變量。分別利用社會(huì)交換理論和自我效能感理論,從組織層面和個(gè)體層面研究謙卑型領(lǐng)導(dǎo)對(duì)員工建言產(chǎn)生何種作用以及作用發(fā)生的內(nèi)在機(jī)理。組織層面選取領(lǐng)導(dǎo)-成員交換關(guān)系(LMX)作為中介變量;個(gè)體層面選取員工建言效能感作為中介變量;選取員工政治技能為調(diào)節(jié)變量。運(yùn)用理論分析和實(shí)證檢驗(yàn)的方法探究各變量間的影響關(guān)系,旨在揭露謙卑型領(lǐng)導(dǎo)與員工建言間關(guān)系的秘密。通過建立模型檢驗(yàn)本研究設(shè)想,經(jīng)過來自32家企業(yè)252套員工及其領(lǐng)導(dǎo)配套問卷調(diào)查結(jié)果分析,本次研究發(fā)現(xiàn):(1)謙卑型領(lǐng)導(dǎo)與員工建言之間呈正向影響關(guān)系;(2)LMX在謙卑型領(lǐng)導(dǎo)與員工建言的關(guān)系中起中介作用;(3)員工建言效能感在謙卑型領(lǐng)導(dǎo)與員工建言的關(guān)系中起中介作用;(4)員工政治技能正向調(diào)節(jié)謙卑型領(lǐng)導(dǎo)對(duì)LMX的影響關(guān)系;(5)員工政治技能正向調(diào)節(jié)謙卑型領(lǐng)導(dǎo)對(duì)員工建言效能感的影響關(guān)系;(6)員工政治技能在謙卑型領(lǐng)導(dǎo)與員工建言的影響關(guān)系中調(diào)節(jié)作用不顯著。
[Abstract]:In the knowledge explosion today, a new round of technological revolution has begun, enterprises are facing more and more arduous challenges. The competitive rhythm of survival of the fittest tightens the visual nerve of every leader. Only through constant innovation and innovation can the enterprise survive. Employee intelligence is the foundation of building core competition and the guarantee of organization's survival. As the key link of transforming employee wisdom into organizational productivity, employee advice plays an important role in organizational development. At the time of China's economic structural reform, it is particularly important to stimulate the wisdom of the staff, to promote the advice of the staff, and to improve the organizational management. Therefore, it is imperative to study the inductive factors of employee advice and its principle of action. Based on the theory of leadership behavior, this study selects humble leadership as the antecedent variable of employee advice. Based on the theory of social exchange and self-efficacy, this paper studies the role of humble leadership in employee advice and its internal mechanism from the organizational level and individual level. At the organizational level, LMX) is chosen as the intermediary variable; at the individual level, the employee constructive efficacy is chosen as the intermediary variable; and the employee political skill is chosen as the adjustment variable. The purpose of this paper is to reveal the secret of the relationship between humble leadership and employee advice by means of theoretical analysis and empirical test. By establishing a model to test the assumption of this study, the questionnaire survey results of 252 employees and their leaders from 32 enterprises are analyzed. The study found that: 1) the relationship between humble leadership and employee advice is positively correlated. LMX plays an intermediary role in the relationship between humble leadership and employee advice. (5) the influence of humble leadership on LMX; (5) the relationship between staff political skills and the effectiveness of humble leadership on the effectiveness of staff advice. 6) the political skills of employees in humble leadership in the humble type of leadership in humbleness. 5) the relationship between the political skills of the staff and the leadership of the humble leadership. 5) the relationship between the positive adjustment of the political skills of the staff and the impact of humble leadership on LMX The regulatory role in the relationship with employee advice is not significant.
【學(xué)位授予單位】：貴州財(cái)經(jīng)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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