【摘要】：隨著經(jīng)濟全球化的激烈競爭和經(jīng)濟危機的蔓延,不少企業(yè)大力進行改革重組,使得許多崗位的需求發(fā)生了根本性的變化,終生雇傭制不再。面對激烈的競爭環(huán)境,組織中的員工開始變得焦躁不安,如何減少員工的不安全感越來越成為企業(yè)領(lǐng)導(dǎo)者面臨的問題,這也是對領(lǐng)導(dǎo)者的一種挑戰(zhàn)。已有研究表明,領(lǐng)導(dǎo)方式或領(lǐng)導(dǎo)風(fēng)格會對員工的工作不安全感產(chǎn)生影響。而真實型領(lǐng)導(dǎo)作為新興的一種領(lǐng)導(dǎo)方式,也可能對員工的工作不安全感產(chǎn)生影響。然而,只了解真實型領(lǐng)導(dǎo)與工作不安全感的關(guān)系是不夠的,還需要進一步探求兩者的深層作用機制。從以往研究來看,真實型領(lǐng)導(dǎo)作為一種員工感受到的管理者行為模式的領(lǐng)導(dǎo)方式,可以正向預(yù)測員工的心理授權(quán)和心理資本。本研究選取山東省某通訊企業(yè)500名員工為被試,以《真實型領(lǐng)導(dǎo)量表》、《工作不安全感量表》、《心理資本量表》和《心理授權(quán)量表》為研究工具,探討真實型領(lǐng)導(dǎo)對員工工作不安全感的影響,并進一步探究心理授權(quán)和心理資本在真實型領(lǐng)導(dǎo)對員工工作不安全感之間的作用。結(jié)果顯示:(1)真實型領(lǐng)導(dǎo)、心理授權(quán)、心理資本與工作不安全感分別呈顯著負相關(guān)。(2)真實型領(lǐng)導(dǎo)與心理授權(quán)、心理資本分別呈顯著正相關(guān)。(3)心理授權(quán)與心理資本呈顯著正相關(guān)。(4)心理授權(quán)在真實型領(lǐng)導(dǎo)與員工工作不安全感之間起部分中介作用。(5)心理資本在真實型領(lǐng)導(dǎo)與員工工作不安全感之間起部分中介作用。(6)心理授權(quán)、心理資本在真實型領(lǐng)導(dǎo)與員工工作不安全感之間起多重中介作用。
[Abstract]:With the fierce competition of economic globalization and the spread of economic crisis, many enterprises vigorously carry out reform and reorganization, so that the demand for many jobs has undergone fundamental changes, the lifetime employment system is no longer. Facing the fierce competition environment, the employees in the organization begin to become restless. How to reduce the insecurity of the employees becomes a more and more problem faced by enterprise leaders, which is also a kind of challenge to the leaders. Research has shown that leadership or leadership style can have an impact on job insecurity. As a new type of leadership, real leadership may also have an impact on the job insecurity of employees. However, it is not enough to understand the relationship between real leadership and job insecurity. From the previous studies, as a kind of leadership mode of managers' behavior, real leadership can positively predict the psychological empowerment and psychological capital of employees. In this study, 500 employees of a communication enterprise in Shandong Province were selected as the research tools, including the Real leadership scale, the Job insecurity scale, the Psychological Capital scale and the Psychological Authorization scale. This paper explores the effect of real leadership on the job insecurity of employees, and further explores the role of psychological empowerment and psychological capital in the relationship between real leadership and job insecurity. The results showed that: (1) real leadership, psychological empowerment, psychological capital and job insecurity were significantly negative correlation, (2) real leadership and psychological empowerment; (3) Psychological empowerment is positively correlated with psychological capital. (4) Psychological empowerment plays a part of intermediary role between real leaders and employees' job insecurity. (5) Psychological capital plays a role in real leadership and staff. Job insecurity plays a part of the intermediary role. (6) Psychological empowerment, Psychological capital plays an intermediary role between real leadership and employee job insecurity.
【學(xué)位授予單位】：山東師范大學(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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