【摘要】：隨著社會不斷發(fā)展和科技不斷革新,人們工作與生活的壓力問題日益突顯。職場人士的工作與生活壓力是當今社會普遍關注的問題。對于如何維持工作-生活平衡這一話題的探討和研究吸引了越來越多的企業(yè)實踐者和學術派的興趣,而領導者是員工的工作-生活平衡不可忽視的重要因素之一。與傳統(tǒng)的領導理論相比,責任型領導基于利益相關者理論,更加關注員工的工作和生活需求。因此,本研究基于責任型領導的視角,旨在構建“領導者的工作-生活平衡對下屬的工作-生活平衡的涓滴作用”的理論模型,即圍繞領導者的工作-生活平衡、責任型領導、下屬的工作-生活平衡三個關鍵變量之間的關系,利用深度訪談和扎根理論,探討領導者的工作-生活平衡如何通過領導者的責任型領導行為對員工的工作-生活平衡的涓滴效應,并在此基礎上進一步挖掘這些關鍵變量之間的中介機制。本文的研究過程和方法:首先,在梳理責任型領導、工作-生活平衡相關文獻的基礎上,擬出2份訪談提綱,一份為領導版,另一份為員工版。邀請深圳、武漢兩地的10位職場人士對工作-生活平衡的話題進行深度訪談。被訪者分為領導者和員工兩類,他們的工作領域涉及建筑、機器人、保險、電子等行業(yè)。本研究對被訪者采取一對一的面談或電話訪談,且在獲得允許的情況下對訪談的整個過程進行錄音,訪談的時間平均每人約15至30分鐘,最終形成了 3800多字的原始資料。其次,本研究在收集原始資料的基礎之上,遵循扎根理論研究方法的程序和步驟進行整理和分析,有效地挖掘語句中的關鍵要素,并完整地展現(xiàn)各要素之間的邏輯關系,最終完成了整個模型框架的構建。研究結果表明,領導者的工作-生活平衡通過責任型領導行為對員工的工作-生活平衡存在顯著的涓滴效應,具體表現(xiàn)在如下幾方面:第一,領導者的工作-生活平衡影響責任型領導行為,領導者的工作-生活平衡主要通過領導者的成就動機的中介作用對其責任型領導行為施加影響;第二,責任型領導顯著地影響員工的工作-生活平衡,并且責任型領導通過信任、心理授權、組織認同、組織公平的中介作用影響員工的工作-生活平衡;第三,領導者的工作-生活平衡對下屬的工作-生活平衡,其中角色榜樣、組織文化感知和積極的情緒起中介作用。
[Abstract]:With the continuous development of society and the continuous innovation of science and technology, the pressure of people's work and life is becoming more and more prominent. The work and life pressure of professionals is a common concern in today's society. The discussion and research on how to maintain work-life balance has attracted more and more interest of enterprise practitioners and academic groups, and leaders are one of the important factors that can not be ignored in the work-life balance of employees. Compared with the traditional leadership theory, responsible leadership is based on stakeholder theory and pays more attention to the work and life needs of employees. Therefore, based on the perspective of responsible leadership, this study aims to construct the theoretical model of "the trickle-down effect of work-life balance of leaders on work-life balance of subordinates", that is, work-life balance and responsible leadership of leaders. The relationship between the three key variables of work-life balance, using in-depth interviews and rooted theory, This paper discusses how the work-life balance of leaders has a trickle-down effect on the work-life balance of employees through the responsible leadership behavior of leaders, and further excavates the intermediary mechanism between these key variables. The research process and methods of this paper: first of all, on the basis of combing the relevant literature of responsible leadership and work-life balance, two interview outlines are drawn up, one for the leader version and the other for the employee version. Ten professionals from Shenzhen and Wuhan were invited to conduct in-depth interviews on the topic of work-life balance. The interviewees are divided into leaders and employees. Their fields of work include construction, robotics, insurance, electronics and so on. In this study, the interviewees were interviewed by one-to-one interview or telephone interview, and the whole process of the interview was recorded with the permission of the interviewee. The average interview time was about 15 to 30 minutes per person, and more than 3800 words of raw data were finally formed. Secondly, on the basis of collecting the original data, this study follows the procedures and steps of rooted theoretical research methods to collate and analyze, effectively excavate the key elements in the sentence, and completely show the logical relationship among the elements. Finally, the construction of the whole model framework is completed. The results show that the work-life balance of leaders has a significant trickle-down effect on the work-life balance of employees through responsible leadership behavior, which is manifested in the following aspects: first, The work-life balance of the leader affects the responsible leadership behavior, and the work-life balance of the leader mainly affects the responsible leadership behavior through the intermediary role of the leader's achievement motivation. Second, responsible leadership significantly affects the work-life balance of employees, and responsible leadership affects the work-life balance of employees through the intermediary role of trust, psychological authorization, organizational identity and organizational fairness. Third, the work-life balance of leaders plays an intermediary role in the work-life balance of subordinates, in which role models, organizational cultural perception and positive emotions play an intermediary role.
【學位授予單位】：華中師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.91

【參考文獻】

相關期刊論文 前7條

1 文鵬;何雨;;責任型領導的雙刃劍效應:一個整合理論模型[J];中國人力資源開發(fā);2017年01期

2 文鵬;夏玲;陳誠;;責任型領導對員工揭發(fā)意愿與非倫理行為的影響[J];經(jīng)濟管理;2016年07期

3 文鵬;夏玲;;責任型領導研究述評與展望[J];外國經(jīng)濟與管理;2015年11期

4 李銳;田曉明;;主管威權領導與下屬前瞻行為:一個被中介的調節(jié)模型構建與檢驗[J];心理學報;2014年11期

5 易健;關浩光;楊自偉;;授權型領導對員工家庭生活質量的影響[J];外國經(jīng)濟與管理;2014年09期

6 宋繼文;孫志強;蔚劍楓;PETER JPEVERELLI;;責任型領導與企業(yè)社會資本建立:怡海公司案例研究[J];管理學報;2009年07期

7 張雯;Linda Duxbury;李立;;中國員工“工作/生活平衡”的理論框架[J];現(xiàn)代管理科學;2006年05期

相關碩士學位論文 前1條

1 陸揚華;責任型領導對企業(yè)成長績效的影響[D];浙江大學;2012年

，

本文編號：2478973