【作者】 刘璞；

【导师】 井润田；

【作者基本信息】 电子科技大学 ， 企业管理， 2008， 博士

【摘要】 进入21世纪,企业将面对更为激烈的竞争和瞬息万变的市场环境,企业的管理者必须能积极适应和跟上外界的变化,并带领员工去适应环境的要求,依靠企业所有员工的共同努力,推动企业的不断进步,使得企业能够在全球化经济的浪潮中占有一席之地。随着社会的进步和经济的发展,企业竞争的不断加剧,企业内员工的需求、动机等心理感受发生着剧烈的变化。员工的心理感受将直接影响到他们的行为,从而会影响到企业的发展。对于中国企业的管理者而言,了解员工的心理状况与心理感受,并采用相应的领导方式和管理措施以增强管理有效性就显得十分必要。管理者的领导行为会对下属的心理感受和行为产生什么样的影响?领导行为影响员工的心理过程和作用机制是怎样的?管理者与下属员工应该如何建立和谐信任的关系?伴随着中国企业不断融入到世界经济当中,哪种领导行为更能发挥作用,更能符合现代组织的需求,企业管理者如何通过领导行为和管理方式对员工产生积极的影响,使员工能够自发的表现出有利于企业的工作态度和行为,是理论界和管理实践中非常值得研究和探讨的课题。领导理论的研究在过去30年来取得了巨大的发展,是管理学理论研究的热点之一,也是组织行为学研究中的一个核心问题。领导理论的研究成果可以分为三个方面,即领导特性理论、领导行为理论和领导权变理论。1985年,Bass正式提出了交换型领导行为理论和变革型领导行为理论。从此,在学术界和实业界,这两种领导理论逐渐成为主导的理论。本文首先对领导理论、组织公平理论和组织支持感理论、组织公民行为理论和组织承诺理论进行综述,并采用社会交换理论分析领导行为、组织公平和组织支持感之间的密切联系,分析员工的组织公平感和组织支持感感将对员工的组织公民行为和组织承诺产生极大的影响。在文献研究的基础上,针对中国目前特殊的经济环境、社会环境和文化环境,本文探讨企业管理者领导行为尤其是变革型领导行为对员工行为等结果变量产生影响的作用机制,提出了一个包含变革型领导行为、组织公平、组织支持感、组织承诺和组织公民行为等变量的综合的理论模型,并提出研究假设。本文应用了结构化的变革型领导行为、组织公平、组织支持感、企业员工组织公民行为、组织承诺的问卷,对四川省30余家企业的4000多名员工进行了实地调查。本研究运用SPSS 13.0和LISREL8.0统计软件,采用回归分析、相关分析、方差分析、信度分析、效度分析以及结构方程模型分析等方法和技术,对理论模型和研究假设进行验证。用OCBI(Organizational citizenship bahavior-individual,OCBI)和OCBO(Organizational citizenship behavior-organization,OCBO)衡量组织公民行为;用分配公平、互动公平来衡量组织公平感;用愿景激励、德行垂范、领导魅力衡量变革型领导行为;用情感承诺和持续承诺衡量组织承诺。分析结果显示,员工个体的差异与组织公民行为存在相关关系。变革型领导行为的三个维度与组织公民行为(OCBI和OCBO)、组织公平感(分配公平、互动公平)都具有显著的积极关系。还发现组织公平感与组织公民行为、组织承诺之间的积极关系。验证了变革型领导的构想效度,提出和检验了变革型领导行为通过组织公平和组织支持感的中介对员工的组织公民行为和组织承诺产生影响的作用机制,分析了变革型领导行为作用机制中组织公平和组织支持感起到多大的中介作用。最后指出了本次研究的一些局限以及将来研究的一些建议。更多还原

【Abstract】 As we stepping into 21 century, Chinese enterprises are facing severer competitions and more turbulent environment; therefore managers should adapt to and catch up with all the changes. They must lead the employees to meet the demand of reform, relying on their mutual efforts to push their organizations ahead. As the society develops, employees’ needs, motivation and other psychology feelings also change drastically. It is quite necessary for the managers to get to know their employees, especially their feelings and psychological state, so as to adopt proper leadership and take management measures accordingly. With traditional culture and modern culture integrating, people pay much attention on the questions of leadership, such as: how managers’ leadership infects their employees’ psychological state and behavior? What is the infection mechanism of leadership on employee behavior? How manager and employee build the harmonious and trustable relationship? Which kind of leadership is more effective and more suitable for modern organization? All these questions are hot topics on organization research.The research on leadership theory has developed rapidly during the past 30 years. Leadership theory, as a theory on leadership effctiveness, is not only one of the hot issues in management science research, but also the core of organizational behavior research. Its research achievements can be classified into three categories, which are leadership trait theory, leadership behavior theory and leadership contingency theory. In 1985, Bass proposed transactional leadership and transformational leadership. Since then, they have been two dominant theories of leadership research.In the dissertation, the author firstly review the literature on the theories of leadership, organizational justice, organizational support, organizational citizenship behavior and organizational commitment, and applies social exchange theory to clarify the close relationship among them and analyze the infection of perceived organizational support and perceived organizational justice on employees’ organizational citizenship behavior and organizational commitment. Based on the special Chinese economy, social and culture environment, the author set up a comprehensive theoretic model ,which includes such variables as leadership, organizational justice, organizational support, organizational citizenship behavior and organizational commitment, in order to explore how leadership especially transformational leadership functions on employee behavior.In this study, the author designs a constructed questionnaire and has conducted dyadic survey on more than 4000 respondents in 30enterprises in Sichun province. This study analyzed the data of the survey with SPSS 13.0 and Lisrel 8.0, applying regression analysis, correlation analysis, variance analysis, reliability analysis, availability analysis and structural educational model in the study. Using OCBI and OCBO as organizational citizenship behavior; Using Distributive Justice and International Justice as perceived organizational justice; Using desire inspiritment、virtue model and leader charisma as transformational leadership behavior; Using emotional commitment and continual commitment as organizational commitment.The results of data analysis show that the personal difference of employee has a positive relationship with organizational citizenship behavior and there is a sign relationship between organizational citizenship behavior, perceived organizational justice and three dimensionality of transformational leadership behavior. The impacting mechanism of transformational leadership on employees’ organizational citizenship behavior and organizational commitment through perceived organizational justice and organizational support.At the end of dissertation, the author draws some conclusions and limitations of this study. Some ideas on future research are brought forth as well.更多还原