發(fā)布時間：2018-05-30 10:08

  本文選題：家長式領導 + 員工信任�。� 參考：《吉林大學》2015年碩士論文

【摘要】：近年來，經(jīng)濟發(fā)展瞬息萬變，領導對整個企業(yè)的影響作用日漸重要，學者們關于領導理論的研究成果也越來越豐碩，但是成熟的領導理論多數(shù)來自北美或西歐等地區(qū)，我國本土化的領導理論相對較少。家長式領導作為逐步成熟的本土化領導理論越發(fā)吸引學者們的關注，這種領導方式有別于傳統(tǒng)的西方領導理論，呈現(xiàn)一種“大家長”式的領導風格，其有效性根植于我國長期形成的傳統(tǒng)文化。但當下中國傳統(tǒng)文化正受到外來文化的沖擊，家長式領導風格在當代社會背景下的有效性受到了部分學者的質疑，一些西方學者試圖否定家長式領導的有效性，否認其對企業(yè)管理過程中所做的貢獻，但是，中國企業(yè)在最近的幾十年里始終保持健康有序的發(fā)展勢頭，學者們對家長式領導的質疑是否合理？家長式領導能否與時俱進地適應企業(yè)發(fā)展的現(xiàn)狀？這些都需要學者們的進一步探討，以及管理者在實踐中的逐步檢驗。 本文通過對文獻進行理論回顧的過程中發(fā)現(xiàn)：家長式領導中的仁慈領導、德行領導和績效之間關系的研究結果基本一致；但學者對于威權領導與績效之間的關系研究并沒有達成共識。 因此，本文通過實證研究的方法，驗證家長式領導與工作績效之間的關系，，并試圖加入員工信任作為中介變量，探究三者之間的關系，希望在理論方面對現(xiàn)有研究的缺口進行彌補。 本文通過對以往文獻的梳理，建立起了理論模型并提出如下假設： （1）家長式領導對工作績效有影響 （2）家長式領導對員工信任有影響 （3）員工信任對工作績效有影響 （4）員工信任在家長式領導與工作績效之間具有中介作用 為了驗證提出的假設，本文采用問卷調查的方式收集數(shù)據(jù)，共收回有效問卷446份，并采用SPSS18.0對收集到的數(shù)據(jù)進行系統(tǒng)的分析處理，最終得出以下結論： （1）家長式領導對工作績效的影響作用部分成立，其中仁慈領導、德行領導對工作績效有顯著正向影響，威權領導對工作績效的影響作用不存在。 （2）家長式領導對員工信任的影響作用部分成立，其中仁慈領導與德行領導對員工信任的兩個維度均有顯著正向影響；威權領導對情感信任存在顯著負向影響，威權領導和認知信任之間的關系不成立。 （3）員工信任對工作績效有顯著正向影響。 （4）員工信任在家長式領導與工作績效之間的中介作用部分成立，員工信任在威權領導與工作績效之間不存在中介作用；情感信任在仁慈領導和工作績效之間起部分中介作用，情感信任在德行領導與工作績效之間起部分中介作用；認知信任在仁慈領導與工作績效之間起完全中介作用，認知信任在德行領導與工作績效之間起完全中介作用。 通過家長式領導、員工信任、工作績效的關系研究，有助于完善三者間的理論關系；另一方面仁慈領導與德行領導對員工信任以及工作績效的積極影響作用，將對管理者帶來一定的啟示，在實施領導行為的過程中，仁慈、寬容的領導方式可能會帶來更好的績效表現(xiàn)，所以，部分學者對家長式領導作用的全盤否定與質疑是片面的、不客觀的。但是，為了更好地適應現(xiàn)今社會的發(fā)展，家長式領導要結合現(xiàn)今的時代背景，適時的進行調整，以期更好地發(fā)揮自身有效性。
[Abstract]:In recent years, the economic development is changing rapidly. The influence of leadership on the whole enterprise is becoming more and more important, and the results of scholars' research on leadership theory are becoming more and more fruitful, but most of the mature leadership theory comes from North America or Western Europe and other regions. The localization of the leadership theory is relatively small in our country. Paternalistic leadership is the localization of the gradual maturity. The leadership theory has attracted the attention of scholars more and more. This style of leadership is different from the traditional western leadership theory and presents a "big parent" style of leadership. Its effectiveness is rooted in the traditional culture that has been formed in our country for a long time. However, the Chinese traditional culture is under the impact of foreign culture, and the patriarchal leadership style is in the contemporary social background. The effectiveness is questioned by some scholars. Some western scholars try to deny the effectiveness of paternalistic leadership and deny their contribution to the process of enterprise management. However, Chinese enterprises have maintained a healthy and orderly development momentum in recent decades. Whether scholars have questioned paternalistic leadership is reasonable and paternalistic leadership. Whether or not guidance can adapt to the current situation of enterprise development with the times? All these need further discussion by scholars and the gradual test of managers in practice.
Through a theoretical review of the literature, this paper finds that the results of the benevolent leadership in paternalistic leadership, the relationship between moral leadership and performance are basically consistent, but the scholars have not reached a consensus on the relationship between authoritarian leadership and performance.
Therefore, this paper tries to verify the relationship between paternalistic leadership and work performance through empirical research, and tries to join the employee trust as an intermediary variable to explore the relationship between the three, and hope to make up for the gap in the existing research in theory.
By combing the past literature, this article has established a theoretical model and put forward the following assumptions:
(1) paternalistic leadership has an impact on work performance
(2) paternalistic leadership has an impact on employee trust
(3) employee trust has an impact on job performance
(4) employee trust plays a mediating role between paternalistic leadership and job performance.
In order to verify the proposed hypothesis, this paper collects data by questionnaire survey, collects 446 valid questionnaires, and carries out systematic analysis and processing of the collected data with SPSS18.0, and finally draws the following conclusions:
(1) part of the impact of paternalistic leadership on work performance, in which benevolent leadership, moral leadership has a significant positive impact on work performance, and the influence of authoritarian leadership on work performance does not exist.
(2) the influence of paternalistic leadership on employee trust is partly established, in which benevolent leadership and moral leadership have a significant positive impact on the two dimensions of employee trust; authoritarian leadership has a significant negative impact on emotional trust, and the relationship between authoritarian leadership and cognitive trust is not established.
(3) employee trust has a significant positive impact on job performance.
(4) employee trust is part of the intermediary role between paternalistic leadership and job performance. Employee trust has no intermediary role between authoritarian leadership and job performance; emotional trust plays a partial intermediary role between benevolent leadership and job performance, and emotional trust plays a partial intermediary role between moral leadership and work performance; Perceived trust plays a complete mediating role between benevolent leadership and job performance, and cognitive trust plays a complete mediating role between virtue leadership and job performance.
The relationship between paternalistic leadership, employee trust and work performance will help to improve the theoretical relationship between the three. On the other hand, the positive impact of benevolent leadership and moral leadership on staff trust and work performance will bring some inspiration to the managers, and the benevolent and tolerant leadership in the process of implementing the leadership behavior. It may bring better performance performance, so some scholars' total negation and questioning of paternalistic leadership is one-sided and not objective. However, in order to better adapt to the development of today's society, paternalistic leadership should be adjusted in a timely manner with the current background of the times so as to give full play to its own effectiveness.
【學位授予單位】：吉林大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92

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本文編號：1954901