本文關(guān)鍵詞：領(lǐng)導(dǎo)自主支持的內(nèi)容、效能及對(duì)員工創(chuàng)造性績(jī)效影響機(jī)制，，由筆耕文化傳播整理發(fā)布。

【摘要】：近20年,領(lǐng)導(dǎo)力和自主支持對(duì)組織的影響引發(fā)了學(xué)者們極大的興趣。關(guān)于領(lǐng)導(dǎo)支持的已有研究大都建立在社會(huì)交換理論的基礎(chǔ)之上,很少有實(shí)證研究源于其他的動(dòng)機(jī)理論框架。本研究以自我決定理論為基礎(chǔ)來(lái)理解領(lǐng)導(dǎo)力和管理環(huán)境中的動(dòng)機(jī)和行為,將自主支持的概念整合到組織層面,希望彌補(bǔ)自我決定理論上的研究不足,推進(jìn)領(lǐng)導(dǎo)力的理論和實(shí)踐研究。 本文具體包含三個(gè)研究：研究一探討了組織環(huán)境中的領(lǐng)導(dǎo)自主支持行為的內(nèi)容。通過(guò)對(duì)中國(guó)企業(yè)員工的訪談及問卷調(diào)研,發(fā)現(xiàn)信任,尊重員工,為員工的職業(yè)生涯規(guī)劃提供建議和咨詢服務(wù),及積極的監(jiān)測(cè)和反饋四種自主支持領(lǐng)導(dǎo)行為。驗(yàn)證性因子分析結(jié)果表明本研究所開發(fā)的“自主支持領(lǐng)導(dǎo)內(nèi)容量表”具有較好的信度與效度指標(biāo)。研究二采用問卷調(diào)研方法對(duì)基于自我決定理論的自主支持領(lǐng)導(dǎo)的效能進(jìn)行了驗(yàn)證研究,結(jié)果表明領(lǐng)導(dǎo)的自主支持通過(guò)影響員工感知到的自主支持,自主性動(dòng)機(jī),進(jìn)而激發(fā)員工的創(chuàng)造性績(jī)效,在沒有削弱個(gè)體差異的調(diào)節(jié)作用下激發(fā)員工的創(chuàng)造性績(jī)效,實(shí)證了自我決定理論在領(lǐng)導(dǎo)力研究領(lǐng)域中的適應(yīng)。研究三引入情緒這一中介變量,采用問卷調(diào)研方法,對(duì)自主支持領(lǐng)導(dǎo)的知覺、自主支持動(dòng)機(jī)、情緒及員工的創(chuàng)造性績(jī)效進(jìn)行的關(guān)系進(jìn)行了實(shí)證研究,結(jié)果發(fā)現(xiàn)基本心理需求滿足、自主支持動(dòng)機(jī)與情緒中介了自主支持領(lǐng)導(dǎo)的知覺與員工創(chuàng)造性績(jī)效之間的關(guān)系。 本文研究?jī)?nèi)容和方法成熟,并具有一定的創(chuàng)新性,對(duì)理論和實(shí)踐都有重要指導(dǎo)意義。研究最后對(duì)系列研究進(jìn)行了分析與討論,并指出了未來(lái)的研究方向。
【關(guān)鍵詞】：“領(lǐng)導(dǎo)力” “自主支持” “自我決定理論” “個(gè)體差異” “基本心理需求” “工作動(dòng)機(jī)” “創(chuàng)造性績(jī)效”
【學(xué)位授予單位】：北京科技大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92
【目錄】：

• Acknowledgements4-6
• Dedication6-7
• 摘要7-8
• Abstract8-16
• 1 Introduction16-18
• 2 Literature Review18-38
• 2.1 Effective Leadership Brief Review18-23
• 2.1.1 Defining Leadership18
• 2.1.2 Leadership Theories18-22
• 2.1.3 Effective Leadership Current Issues22-23
• 2.2 Autonomy-Supportive Leadership Behavior Contents23-29
• 2.2.1 The Concept of Autonomy Support23-24
• 2.2.2 Autonomy Support Research Domains24-27
• 2.2.3 Autonomy-Supportive Leadership Content Status27-29
• 2.3 Autonomy-Supportive Leadership Effectiveness Research29-35
• 2.3.1 The Relationship Between Autonomy-Supportive Leadership Behaviors and Employees' Creative Performance Effectiveness Research29-31
• 2.3.2 The Relationship Between Autonomy-Supportive Leadership and Employees' Perceived Autonomy Support Effectiveness Research31-33
• 2.3.3 The Relationship between Autonomy-supportive Leadership Behaviors and Employees' Autonomous Motivation Effectiveness Research33-35
• 2.4 The Mechanisms of Impact of Autonomy-Supportive Leadership on Employees' Creative Performance35-38
• 2.4.1 Autonomy Support and Creative Performance Mediating Variables Research35-36
• 2.4.2 Autonomy Support and Creative Performance Moderating Variables Research36-38
• 3 Research Questions and Design38-43
• 3.1 Research Existing Questions38-39
• 3.1.1 Autonomy-Supportive Leadership Research Shortage38
• 3.1.2 The Mediating Mechanisms38-39
• 3.1.3 Control Variables Setting39
• 3.2 Research Overall Design39-43
• 3.2.1 Research Objectives39-41
• 3.2.2 Research Framework41-42
• 3.2.3 Research Meaning42-43
• 4 Study 1:Autonomy-Supportive Leadership Behavior Contents43-51
• 4.1 Research Purpose43
• 4.2 Research Method43
• 4.3 Autonomy-Supportive Leadership Behavior Contents Interview Research43-48
• 4.3.1 Interview Process43-45
• 4.3.2 Interview Results45-48
• 4.4 Autonomy-Supportive Leadership Behavior Contents Questionnaire Survey Research48-51
• 4.4.1 Questionnaire Process48-49
• 4.4.2 Survey Results49-51
• 5 Study 2:Autonomy-Supportive Leadership Behavior Effectiveness and itsMechanism Research51-60
• 5.1 Research Objectives and Hypothesis51-52
• 5.2 Research Method52-56
• 5.2.1 Sample Selection and Status52-53
• 5.2.2 Measurement Tools53-55
• 5.2.3 Statistical Analysis Process55-56
• 5.3 Research Results56-60
• 5.3.1 Correlation Analysis56-57
• 5.3.2 Hierarchical Regression Analysis57-58
• 5.3.3 Structural Equation Model Analysis58-60
• 6 Study 3:Perceived Autonomy-Supportive Leadership and its MediatingMechanisms Research60-69
• 6.1 Research Objectives and Hypothesis60-61
• 6.2 Research Method61-63
• 6.2.1 Sample Selection61
• 6.2.2 Research Procedures61
• 6.2.3 Research Tools61-63
• 6.2.4 Statistical Methods63
• 6.3 Research Results63-69
• 6.3.1 Correlations64-65
• 6.3.2 Structural Equation Model65-69
• 7 Research Conclusion and Discussion69-76
• 7.1 The Core Viewpoint69
• 7.2 General Discussion69-72
• 7.2.1 Discuss Autonomy-supportive Leadership Behaviors Nature69-70
• 7.2.2 Discuss Employees'Perceived Autonomy Support and Individual Differences70-71
• 7.2.3 Discuss Autonomy-Supportive Leadership Effectiveness71-72
• 7.2.4 Discuss Perceived Autonomy-Supportive Leadership Effectiveness72
• 7.3 Research Overall Discussion72-74
• 7.4 Research Conclusion74-76
• 8 Research Features and Prospects76-80
• 8.1 Research Features76-77
• 8.2 Research Contributions77
• 8.3 Research Limitations77-78
• 8.4 Research Prospects78-80
• References80-93
• 附錄A Autonomy-Supportive Leadership Behavior Scale93-95
• 附錄B Employees Perceived Autonomy Support Scale95-96
• 附錄C Employees General Causality Orientations Scale96-100
• 附錄D Employees Autonomous Motivation Scale100-101
• 附錄E Employees Creative Performance Scale101-102
• 附錄F Leaders Perceived Autonomy Support Scale102-104
• 附錄G Employees Basic Psychological Needs Scale104-105
• 附錄H Employees Work Motivation Scale105-106
• 附錄I Employees Positive and Negative Affect Scale106-107
• 作者簡(jiǎn)歷及在學(xué)研究成果107-110
• 學(xué)位論文數(shù)據(jù)集110

【參考文獻(xiàn)】

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2 張劍,郭德俊;內(nèi)部動(dòng)機(jī)與外部動(dòng)機(jī)的關(guān)系[J];心理科學(xué)進(jìn)展;2003年05期

  本文關(guān)鍵詞：領(lǐng)導(dǎo)自主支持的內(nèi)容、效能及對(duì)員工創(chuàng)造性績(jī)效影響機(jī)制，由筆耕文化傳播整理發(fā)布。

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