摘要
伴随着数字化转型的迫切需要和新冠疫情的突然暴发,组织环境中的动态性和不确定性不断增加,帮助提升组织灵活性和应变能力的主动变革行为变得愈发重要。探讨如何激发员工的主动变革行为成为理论学者和管理实践者的重要议题。本研究基于社会认知理论,考察了自我牺牲型领导对员工主动变革行为的作用机制及边界条件。通过对收集到的多时点-多来源的328份样本进行分析,研究发现:自我牺牲型领导对员工的主动变革行为存在显著的正向影响,员工的心理安全感在自我牺牲型领导与主动变革行为之间起中介作用,感知组织目标清晰度不仅调节了自我牺牲型领导与员工心理安全感之间的正相关关系,也调节了自我牺牲型领导通过员工心理安全感对员工主动变革行为的间接影响。
With the urgent need of digital transformation and the sudden outbreak of COVID-19, the dynamics and uncertainties in the organizational environment are increasing, and employees’ taking charge behavior that helps improve the flexibility and adaptability of organizations becomes increasingly important. It has become an important issue for theorists and practitioners to explore how to motivate employees’ taking charge behavior. Based on social cognitive theory, this study explores the mechanism and boundary conditions of self-sacrificing leadership on employees’ taking charge behavior. By adopting multiple point and multiple source data collection strategy, with 328 employees and leaders of paired data is analyzed, the results showed that: self-sacrificial leadership has a significant positive impact on employees’ taking charge behavior, employees’ psychological safety mediates the relationship between self-sacrificial leadership and taking charge behavior, organizational goal clarity not only positively moderates the relationship between self-sacrificial leadership and psychological safety, but also positively moderates the indirect relationship between self-sacrificial leadership and taking charge behavior via psychological safety.
作者
杨光
周眙
Guang YANG;Yi ZHOU(School of Economics and Management,Jingdezhen University,Jingdezhen 333400;Archives of Renmin University of China,Beijing 100872)
出处
《中国人力资源开发》
CSSCI
北大核心
2021年第6期97-109,共13页
Human Resources Development of China
基金
国家自然科学基金项目(71640015)。
关键词
自我牺牲型领导
心理安全感
主动变革行为
感知组织目标清晰度
Self-Sacrificial Leadership
Psychological Safety
Taking Charge Behavior
Perceived Organizational Goal Clarity
