發(fā)布時間：2022-01-07 11:50

　　跨行業(yè)的研究證據(jù)表明,工作旺盛力能促進(jìn)員工工作投入、創(chuàng)新和情感承諾,并提高生產(chǎn)力,從而對個體及組織績效的持續(xù)增長具有重要意義。然而,關(guān)于組織中的各種因素如何影響工作旺盛力,人們?nèi)灾跎�。特別是個體特征和領(lǐng)導(dǎo)角色對工作旺盛力的預(yù)測作用,尚未得到充分研究。為了彌補(bǔ)現(xiàn)有研究的不足,本研究通過一系列子研究（包括實驗研究和問卷研究）,考察了多個尚未得到應(yīng)有重視的個體因素（工作好奇心、核心自我評價）和情境因素（仆人型領(lǐng)導(dǎo)、辱虐型領(lǐng)導(dǎo)）對工作旺盛力的影響,并深入考察了其作用機(jī)制。研究1,實驗研究（研究1a）選取了北京某高校105名本科生為被試,隨后進(jìn)行的問卷研究（研究1b）選取了該高校高級經(jīng)理人發(fā)展項目（EDP）的207名學(xué)員為樣本。運(yùn)用多種方法對數(shù)據(jù)進(jìn)行統(tǒng)計分析,結(jié)果顯示,仆人型領(lǐng)導(dǎo)正向影響工作旺盛力,而辱虐型領(lǐng)導(dǎo)則與工作旺盛力負(fù)相關(guān)。此外,任務(wù)聚焦（task focus）和密切關(guān)系（heedful relating）構(gòu)成了上述兩種領(lǐng)導(dǎo)風(fēng)格影響工作旺盛力的潛在機(jī)制。研究2,基于社會交換理論和特質(zhì)激活理論,考察了個體的核心自我評價與工作旺盛力之間的關(guān)系。同時,該研究還檢驗了核心自我評價影響工作旺盛... 

【文章來源】：對外經(jīng)濟(jì)貿(mào)易大學(xué)北京市 211工程院校 教育部直屬院校

【文章頁數(shù)】：173 頁

【學(xué)位級別】：博士

【文章目錄】：
摘要
abstract
CHAPTER 1: INTRODUCTION
    1.1 Introduction
    1.2 Introduction to the problem
    1.3 Background of the Study
    1.4 Contributing Theories to Workplace Thriving
        1.4.1 Self-determination Theory (SDT)
        1.4.2 Social cognitive theory (SCT)
        1.4.3 Trait Activation Theory (TAT)
        1.4.4 Social Exchange Theory (SET)
    1.5 Significance of Present Research
        1.5.1 Individual & Organizational Enablers
        1.5.2 Employing Experimentation
        1.5.3 Context Specific Research
        1.5.4 Positive Organizational Behavior
    1.6 Research Questions
    1.7 Studies in the dissertation
    1.8 Research Methods & Data Analysis tools
CHAPTER 2: FOLLOWER’S PERCEPTION OF LEADERSHIP AND WORKPLACETHRIVING: A FIELD EXPERIMENT
    2.1 Introduction
    2.2 Theory and Hypothesis
        2.2.1 Servant Leadership
        2.2.2 Agentic Behaviors
        2.2.3 Leadership behaviors and Agentic behaviors
        2.2.4 Servant leadership & Workplace thriving
        2.2.5 Leadership, Agentic behaviors, and Workplace thriving
    2.3 Methods
        2.3.1 Overview of Studies
    2.4 Study 1a
        2.4.1 Research sample, design, and procedure
        2.4.2 Measures
        2.4.3 Results
        2.4.4 Conclusion
    2.5 Study 1b
        2.5.1 Method
        2.5.2 Participants & Research design
        2.5.3 Instrumentation and measures
        2.5.4 Profile of respondents
        2.5.5 Analysis
        2.5.6 Results
        2.5.7 Conclusion
    2.6 General discussion
    2.7 Implications
        2.7.1 Theoretical implication
        2.7.2 Practical implication
    2.8 Limitations & future research guidance
    2.9 Conclusion
    Appendices A
    Debriefing Script
    Tables and Figure
CHAPTER 3: CORE SELF-EVALUATIONS AND WORKPLACE THRIVING: ANAPPLICATION OF TRAIT ACTIVATION THEORY
    3.1 Introduction
    3.2 Theory and Hypothesis development
        3.2.1 Workplace thriving theory
        3.2.2 Individual Enablers of Workplace Thriving
        3.2.3 Core self-evaluations as an antecedent of workplace thriving
        3.2.4 Mediating Role of Task focus
    3.3 Trait Activation Theory
        3.3.1 Servant Leadership as a Trait Activator
    3.4 Methodology
        3.4.1 Sample & Procedure
        3.4.2 Instrument and measures
        3.4.3 Control Variables
        3.4.4 Profile of respondents
    3.5 Results and Analysis
    3.6 Discussion
    3.7 Implications
        3.7.1 Theoretical Implications
        3.7.2 Practical Implications
    3.8 Limitations and future research directions
    3.9 Conclusion
    Appendixes B
    Tables and Figures
CHAPTER 4: EMPLOYEES WORK RELATED CURIOSITY AND WORKPLACETHRIVING: MODERATING EFFECT OF SERVANT LEADERSHIP
    4.1 Introduction
    4.2 Literature and Hypotheses Building
        4.2.1 Workplace thriving theory
        4.2.2 Individual Enablers of Workplace Thriving
        4.2.3 Work-Related Curiosity & Workplace Thriving
        4.2.4 Mediating Role of Heedful relating
        4.2.5 Servant Leadership as a Trait Activator
    4.3 Methodology
        4.3.1 Sample & Procedure
        4.3.2 Survey and sampling procedures
        4.3.3 Control Variables
        4.3.4 Profile of respondents
    4.4 Results and Analysis
    4.5 Discussion
    4.6 Implications
        4.6.1 Theoretical Implications
        4.6.2 Practical Implications
    4.7 Limitations & future research guidelines
    4.8 Conclusion
    Appendixes C
    Tables and Figures
CHAPTER 5: SUMMARY
Appendices D
    All Survey Studies Questionnaire
References
Acknowledgment
附件



本文編號：3574490