服務(wù)型領(lǐng)導(dǎo)對員工離職意向和創(chuàng)造力的影響研究
發(fā)布時間：2018-07-14 19:11
【摘要】：鑒于領(lǐng)導(dǎo)者在工作場所的重要作用,領(lǐng)導(dǎo)力被廣泛地認(rèn)為對員工個人及團(tuán)隊(duì)層面的工作態(tài)度和行為具備重要影響作用。作為當(dāng)代研究中一個有影響力的領(lǐng)導(dǎo)理論,服務(wù)型領(lǐng)導(dǎo)已經(jīng)越來越受到學(xué)者們的關(guān)注。服務(wù)型領(lǐng)導(dǎo)反映了這樣一種領(lǐng)導(dǎo)力,他們優(yōu)先滿足下屬的需求,關(guān)注于支持和幫助下屬的發(fā)展,并致力于激發(fā)追隨者的潛能�，F(xiàn)有文獻(xiàn)表明,服務(wù)型領(lǐng)導(dǎo)對員工個人和團(tuán)隊(duì)的結(jié)果變量具備重要的理論意義和潛在的重要影響。但是,研究學(xué)者們指出對于服務(wù)型領(lǐng)導(dǎo)及其結(jié)果變量的中間機(jī)制的研究尚還缺乏。學(xué)者們還指出進(jìn)一步“探索服務(wù)型領(lǐng)導(dǎo)和個人及團(tuán)隊(duì)結(jié)果變量之間的中介機(jī)制”是非常有必要的。因此,運(yùn)用實(shí)證研究方法考察服務(wù)型領(lǐng)導(dǎo)對員工個人及團(tuán)隊(duì)層面的工作態(tài)度和行為的影響及其中間機(jī)制,對于擴(kuò)展和深化服務(wù)型領(lǐng)導(dǎo)的研究理論和內(nèi)容具備重要的理論意義和實(shí)踐意義。本研究運(yùn)用領(lǐng)導(dǎo)力理論和創(chuàng)造力理論等多理論視角,選擇員工離職意向、員工個人創(chuàng)造力及團(tuán)隊(duì)創(chuàng)造力做為結(jié)果變量,團(tuán)隊(duì)認(rèn)同、心理授權(quán)和自我效能機(jī)制作為中介變量,文化價值觀(集體主義和權(quán)力距離)和工作-家庭沖突作為調(diào)節(jié)變量,構(gòu)建服務(wù)型領(lǐng)導(dǎo)對員工離職意向及創(chuàng)造力的多層次影響模型。本研究首先對現(xiàn)有文獻(xiàn)進(jìn)行回顧和綜述,然后通過介紹研究設(shè)計及數(shù)據(jù)收集過程,運(yùn)用SPSS、HLM和LISREL等軟件,并對問卷調(diào)查收集的數(shù)據(jù)進(jìn)行分析和對提出的假設(shè)進(jìn)行驗(yàn)證。最后,對本研究的研究結(jié)果進(jìn)行討論和總結(jié),并具體闡述本研究的理論貢獻(xiàn)與實(shí)踐意義。本研究的主要研究內(nèi)容及研究結(jié)論如下：第一,研究服務(wù)型領(lǐng)導(dǎo)如何通過團(tuán)隊(duì)認(rèn)同的中介機(jī)制來影響員工離職意向,以及集體主義文化價值觀的調(diào)節(jié)作用。研究結(jié)果發(fā)現(xiàn),員工團(tuán)隊(duì)認(rèn)同部分中介作用于服務(wù)型領(lǐng)導(dǎo)和員工離職意向之間的關(guān)系。此外,進(jìn)一步發(fā)現(xiàn)服務(wù)型領(lǐng)導(dǎo)和員工團(tuán)隊(duì)認(rèn)同的關(guān)系會受到集體主義文化價值觀的影響�？紤]到集體主義的兩個維度,本研究關(guān)注了水平集體主義和垂直集體主義這兩個變量的不同調(diào)節(jié)效應(yīng)。結(jié)論顯示,水平集體主義會強(qiáng)化服務(wù)型領(lǐng)導(dǎo)對員工團(tuán)隊(duì)認(rèn)同的積極作用,而垂直集體主義會弱化服務(wù)型領(lǐng)導(dǎo)對員工團(tuán)隊(duì)認(rèn)同的積極作用。第二,研究服務(wù)型領(lǐng)導(dǎo)如何通過員工心理授權(quán)的中介機(jī)制來影響員工個人創(chuàng)造力,以及員工個人因素——工作-家庭沖突的調(diào)節(jié)作用。研究結(jié)果發(fā)現(xiàn),服務(wù)型領(lǐng)導(dǎo)會通過員工心理授權(quán)正向作用于員工個人創(chuàng)造力。此外,工作-家庭沖突會調(diào)節(jié)服務(wù)型領(lǐng)導(dǎo)與員工心理授權(quán)的關(guān)系。同時本研究考慮了工作對家庭沖突和家庭對工作沖突這兩個不同沖突的差異及其作用區(qū)別。結(jié)果顯示,雖然家庭對工作的沖突調(diào)節(jié)作用于服務(wù)型領(lǐng)導(dǎo)和員工心理授權(quán),但是工作對家庭的沖突的調(diào)節(jié)效應(yīng)不成立。第三,研究服務(wù)型領(lǐng)導(dǎo)對個人及團(tuán)隊(duì)創(chuàng)造力的多層次影響機(jī)制。研究發(fā)現(xiàn),在個體層面,服務(wù)型領(lǐng)導(dǎo)會通過員工創(chuàng)新自我效能感正向影響員工個人創(chuàng)造力。與此同時,在團(tuán)隊(duì)層面,服務(wù)型領(lǐng)導(dǎo)會通過團(tuán)隊(duì)效能感積極影響團(tuán)隊(duì)創(chuàng)造力。此外,研究還發(fā)現(xiàn)團(tuán)隊(duì)權(quán)力距離會調(diào)節(jié)服務(wù)型領(lǐng)導(dǎo)和團(tuán)隊(duì)效能感的關(guān)系,當(dāng)團(tuán)隊(duì)權(quán)力距離越低,服務(wù)型領(lǐng)導(dǎo)與團(tuán)隊(duì)效能感的關(guān)系越強(qiáng)。但是,團(tuán)隊(duì)權(quán)力距離對于服務(wù)型領(lǐng)導(dǎo)和員工創(chuàng)新自我效能感這兩者之間關(guān)系的調(diào)節(jié)作用不顯著。本研究的理論意義主要包括：首先,本研究深化了服務(wù)型領(lǐng)導(dǎo)和員工離職意向及創(chuàng)造力之間的中介機(jī)制的研究。其次,本研究深化了服務(wù)型領(lǐng)導(dǎo)對員工的心理及行為作用的邊界條件。一方面,研究的結(jié)果有助于加深了解邊界條件(如情境因素及個人因素)對服務(wù)型領(lǐng)導(dǎo)和員工個人及團(tuán)隊(duì)結(jié)果變量的影響機(jī)制,另一方面,研究的研究結(jié)果豐富并深化了關(guān)于情境因素——集體主義和權(quán)力距離文化價值觀及個人因素——工作-家庭沖突的研究。再次,本研究拓展了領(lǐng)導(dǎo)力和創(chuàng)造力的跨層次研究。研究結(jié)果擴(kuò)展了現(xiàn)有的對于個人和團(tuán)隊(duì)之間不同作用機(jī)制的理解,從而為進(jìn)一步的研究個人和團(tuán)隊(duì)創(chuàng)造力之間的不同機(jī)制提供了實(shí)證基礎(chǔ)。最后,本研究的結(jié)論為管理者們提供了一些實(shí)踐啟示。第一,積極推廣服務(wù)型領(lǐng)導(dǎo)風(fēng)格。在實(shí)踐中,組織可以使用服務(wù)型領(lǐng)導(dǎo)培訓(xùn)項(xiàng)目來關(guān)注于管理者們服務(wù)型領(lǐng)導(dǎo)行為的發(fā)展。還可以通過性格評估來考察員工是否具備服務(wù)型領(lǐng)導(dǎo)風(fēng)格的行為特征(例如服務(wù)于他人等),這將作為選擇和提升員工時可以參考的因素。第二,管理者考可以慮提高員工對組織和團(tuán)隊(duì)的認(rèn)同感和歸屬感,從而進(jìn)一步降低下屬的離職意向和離職行為。第三,管理者可以通過培養(yǎng)授權(quán)的氛圍及提升員工的自我效能信念,從而進(jìn)一步提升員工及團(tuán)隊(duì)的創(chuàng)新性結(jié)果。第四,管理者們應(yīng)加強(qiáng)對文化價值觀(集體主義和權(quán)力距離)差異的理解。一方面,為了降低員工的離職意向和離職行為,組織應(yīng)該更多地鼓勵個人水平集體主義文化價值觀的建立,另一方面,為了加強(qiáng)團(tuán)隊(duì)成員之間的互動,提升團(tuán)隊(duì)創(chuàng)造力,組織應(yīng)該在團(tuán)隊(duì)中建立更加平等和低權(quán)力距離的文化價值觀。第五,組織和管理者們可以通過任務(wù)管理、人員調(diào)度、工作設(shè)計和靈活的工作安排等來減少工作-家庭沖突。
[Abstract]:In view of the important role of leaders in the workplace, leadership is widely considered to have an important impact on the work attitude and behavior of the staff and at the team level. As an influential leadership theory in contemporary research, service leadership has become more and more concerned by scholars. Leadership, which gives priority to meeting the needs of subordinates, focuses on supporting and helping the development of subordinates, and is committed to motivate the potential of followers. There is still a lack of research on the intermediate mechanism of the outcome variables. Scholars have also pointed out that it is necessary to further "explore intermediary mechanisms between service leaders and individual and team result variables". Therefore, the use of empirical research methods to investigate the impact of service leadership on the working attitude and behavior of the individual and team level. Its intermediate mechanism has important theoretical and practical significance for expanding and deepening the research theory and content of service-oriented leadership. This study uses the theory of leadership and creativity theory to choose employees' turnover intention, staff creativity and team creativity as the result variables, team identification, psychological authorization and The self-efficacy mechanism, as an intermediary variable, the cultural values (collectivism and power distance) and work family conflict as the regulating variables, constructs the multi-level influence model of the service type leadership on employee turnover intention and creativity. First, this study reviews and summarizes the existing literature, and then introduces research design and data collection by introducing the research design and data collection. Process, using SPSS, HLM and LISREL software, and analyzing the data collected by the questionnaire survey and verification of the proposed hypothesis. Finally, the research results of this study are discussed and summarized, and the theoretical contribution and practical significance of this study are expounded. The main contents and conclusions of this study are as follows: first, research How service leadership affects employee turnover intention through the mediation mechanism of team identification, and the role of collectivist cultural values. The results show that the part of employee team identification plays a role in the relationship between service leadership and employee turnover intention. In addition, it is further found that service leadership and employee team identification are further found. The relationship will be influenced by the cultural values of collectivism. Taking into account the two dimensions of collectivism, this study focuses on the different regulating effects of the two variables of the horizontal collectivism and the vertical collectivism. The conclusion shows that the horizontal collectivism will strengthen the positive role of the service-oriented leadership to the employee team identification, and the vertical collectivism. It will weaken the positive role of service-oriented leadership on employee team identification. Second, research on how service type leadership affects employee creativity through the intermediary mechanism of employee psychological authorization and the adjustment role of employee personal factors, work family conflict. The results show that service leadership will be positive through employee psychological authorization. In addition, work family conflict regulates the relationship between service leadership and employee psychological empowerment. At the same time, this study takes into account the differences and differences between the two different conflicts of work on family conflict and family conflict. Leadership and employees' psychological empowerment, but the regulatory effect of work on family conflicts is not established. Third, research on the multi-level influence mechanism of service leadership on individual and team creativity. Research finds that at the individual level, the service type leadership will affect the employees' creativity through the employee's creative self-efficacy. At the same time, in the team, the team is in the team. In addition, the study also finds that team power distance can regulate the relationship between service leadership and team effectiveness. The lower the team power distance, the stronger the relationship between service leadership and team effectiveness. But, team power distance is for service leadership and staff. The theoretical significance of this study includes: first, this study deepens the study of the intermediary mechanism between service leadership and employee turnover intention and creativity. Secondly, this study deepens the boundary conditions for the psychological and behavioral effects of service leaders on employees. On the one hand, the results of the study help to deepen the understanding of the influence mechanism of boundary conditions (such as situational factors and individual factors) on service-oriented leadership and employees' individual and team outcome variables. On the other hand, the research results enrich and deepen the cultural values and individual factors of collective and power distance. Work - family conflict studies. Thirdly, this study extends the cross level study of leadership and creativity. The results extend the existing understanding of the different mechanisms between individuals and teams, thus providing an empirical basis for further research on the different mechanisms between individual and team creativity. Finally, the conclusions of this study It provides some practical inspiration for managers. First, actively promote the service style leadership style. In practice, the organization can use the service type leadership training program to pay attention to the development of the manager's service oriented leadership behavior. Second, managers can improve employees' sense of identity and belonging to the organization and team, and further reduce their turnover intention and turnover. Third, managers can develop an empowerment atmosphere and improve their employees' self-efficacy letters. Fourth, managers should strengthen the understanding of differences in cultural values (collectivism and power distance). On the one hand, in order to reduce employee turnover intention and turnover behavior, organizations should encourage the establishment of individual level collectivism cultural values more, on the other hand, In order to enhance interaction among team members, enhance team creativity, organizations should establish more equal and low power distance cultural values in the team. Fifth, organizations and managers can reduce work family conflicts through task management, personnel scheduling, work design and flexible work arrangements.
【學(xué)位授予單位】：中國科學(xué)技術(shù)大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2016
【分類號】：F272.92
本文編號：2122674
[Abstract]:In view of the important role of leaders in the workplace, leadership is widely considered to have an important impact on the work attitude and behavior of the staff and at the team level. As an influential leadership theory in contemporary research, service leadership has become more and more concerned by scholars. Leadership, which gives priority to meeting the needs of subordinates, focuses on supporting and helping the development of subordinates, and is committed to motivate the potential of followers. There is still a lack of research on the intermediate mechanism of the outcome variables. Scholars have also pointed out that it is necessary to further "explore intermediary mechanisms between service leaders and individual and team result variables". Therefore, the use of empirical research methods to investigate the impact of service leadership on the working attitude and behavior of the individual and team level. Its intermediate mechanism has important theoretical and practical significance for expanding and deepening the research theory and content of service-oriented leadership. This study uses the theory of leadership and creativity theory to choose employees' turnover intention, staff creativity and team creativity as the result variables, team identification, psychological authorization and The self-efficacy mechanism, as an intermediary variable, the cultural values (collectivism and power distance) and work family conflict as the regulating variables, constructs the multi-level influence model of the service type leadership on employee turnover intention and creativity. First, this study reviews and summarizes the existing literature, and then introduces research design and data collection by introducing the research design and data collection. Process, using SPSS, HLM and LISREL software, and analyzing the data collected by the questionnaire survey and verification of the proposed hypothesis. Finally, the research results of this study are discussed and summarized, and the theoretical contribution and practical significance of this study are expounded. The main contents and conclusions of this study are as follows: first, research How service leadership affects employee turnover intention through the mediation mechanism of team identification, and the role of collectivist cultural values. The results show that the part of employee team identification plays a role in the relationship between service leadership and employee turnover intention. In addition, it is further found that service leadership and employee team identification are further found. The relationship will be influenced by the cultural values of collectivism. Taking into account the two dimensions of collectivism, this study focuses on the different regulating effects of the two variables of the horizontal collectivism and the vertical collectivism. The conclusion shows that the horizontal collectivism will strengthen the positive role of the service-oriented leadership to the employee team identification, and the vertical collectivism. It will weaken the positive role of service-oriented leadership on employee team identification. Second, research on how service type leadership affects employee creativity through the intermediary mechanism of employee psychological authorization and the adjustment role of employee personal factors, work family conflict. The results show that service leadership will be positive through employee psychological authorization. In addition, work family conflict regulates the relationship between service leadership and employee psychological empowerment. At the same time, this study takes into account the differences and differences between the two different conflicts of work on family conflict and family conflict. Leadership and employees' psychological empowerment, but the regulatory effect of work on family conflicts is not established. Third, research on the multi-level influence mechanism of service leadership on individual and team creativity. Research finds that at the individual level, the service type leadership will affect the employees' creativity through the employee's creative self-efficacy. At the same time, in the team, the team is in the team. In addition, the study also finds that team power distance can regulate the relationship between service leadership and team effectiveness. The lower the team power distance, the stronger the relationship between service leadership and team effectiveness. But, team power distance is for service leadership and staff. The theoretical significance of this study includes: first, this study deepens the study of the intermediary mechanism between service leadership and employee turnover intention and creativity. Secondly, this study deepens the boundary conditions for the psychological and behavioral effects of service leaders on employees. On the one hand, the results of the study help to deepen the understanding of the influence mechanism of boundary conditions (such as situational factors and individual factors) on service-oriented leadership and employees' individual and team outcome variables. On the other hand, the research results enrich and deepen the cultural values and individual factors of collective and power distance. Work - family conflict studies. Thirdly, this study extends the cross level study of leadership and creativity. The results extend the existing understanding of the different mechanisms between individuals and teams, thus providing an empirical basis for further research on the different mechanisms between individual and team creativity. Finally, the conclusions of this study It provides some practical inspiration for managers. First, actively promote the service style leadership style. In practice, the organization can use the service type leadership training program to pay attention to the development of the manager's service oriented leadership behavior. Second, managers can improve employees' sense of identity and belonging to the organization and team, and further reduce their turnover intention and turnover. Third, managers can develop an empowerment atmosphere and improve their employees' self-efficacy letters. Fourth, managers should strengthen the understanding of differences in cultural values (collectivism and power distance). On the one hand, in order to reduce employee turnover intention and turnover behavior, organizations should encourage the establishment of individual level collectivism cultural values more, on the other hand, In order to enhance interaction among team members, enhance team creativity, organizations should establish more equal and low power distance cultural values in the team. Fifth, organizations and managers can reduce work family conflicts through task management, personnel scheduling, work design and flexible work arrangements.
【學(xué)位授予單位】：中國科學(xué)技術(shù)大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2016
【分類號】：F272.92
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