【摘要】：本研究以10家制造業(yè)企業(yè)中的216名員工為研究對象,采用層級回歸分析,探討了領(lǐng)導實際行為與內(nèi)隱領(lǐng)導原型的差距對員工工作滿意度和組織承諾的影響,并檢驗了領(lǐng)導信任的中介作用和上下級溝通頻率的調(diào)節(jié)作用。研究結(jié)果表明:領(lǐng)導實際行為與內(nèi)隱領(lǐng)導原型的差距對員工工作滿意度和組織承諾存在顯著的負向影響;領(lǐng)導實際行為與內(nèi)隱領(lǐng)導原型的差距對領(lǐng)導信任存在顯著的負向影響;領(lǐng)導信任對領(lǐng)導實際行為與內(nèi)隱領(lǐng)導原型的差距影響工作滿意度和組織承諾的過程具有顯著的中介作用;上下級溝通頻率在領(lǐng)導實際行為與內(nèi)隱領(lǐng)導原型的差距與領(lǐng)導信任之間具有顯著的調(diào)節(jié)作用。
[Abstract]:In this study, 216 employees in 10 manufacturing enterprises were selected as research subjects, and hierarchical regression analysis was used to explore the effect of the gap between the actual leadership behavior and implicit leadership prototype on employee job satisfaction and organizational commitment. It also examines the mediating role of leadership trust and the regulating effect of communication frequency between superior and subordinate. The results show that the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on employee job satisfaction and organizational commitment, and the gap between leadership actual behavior and implicit leadership prototype has a significant negative impact on leadership trust. Leadership trust plays a significant intermediary role in the process of influencing job satisfaction and organizational commitment due to the gap between leadership actual behavior and implicit leadership prototype. The frequency of superior and subordinate communication plays a significant role in regulating the gap between leaders' actual behavior and implicit leadership archetypes and leadership trust.
【作者單位】： 中國科學院大學經(jīng)濟與管理學院;中國人民大學心理學系;
【分類號】：F272.92
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本文編號：2316080