真实型领导与员工幸福感：多重中介比较及边界条件

当代财经 ›› 2021, Vol. 0 ›› Issue (12): 90-100.

真实型领导与员工幸福感：多重中介比较及边界条件

宋萌, 董玉杰

北京工业大学经济与管理学院,北京 100124

收稿日期:2021-02-02 出版日期:2021-12-15 发布日期:2021-12-20
通讯作者: 董玉杰,北京工业大学讲师,博士,主要从事组织行为及人力资源管理研究,联系方式dyj0418@bjut.edu.cn。
作者简介:宋萌,北京工业大学副教授,博士,主要从事组织行为研究。
基金资助:
国家自然科学基金青年项目“领导跨界行为的双刃剑效应：基于双重视角的纵贯研究”（71802013）; 教育部人文社会科学基金资助青年项目“中国企业员工的工作意义感：内涵、影响因素及影响效果”（17YJC630125）

Authentic Leadership and Employees’ Well-Being: Multiple Mediating Comparison and Boundary Conditions

SONG Meng, DONG Yu-jie

Beijing University of Technology, Beijing 100124, China

Received:2021-02-02 Online:2021-12-15 Published:2021-12-20

摘要/Abstract

摘要： 员工的主观幸福感一直是理论家和实践者关注的焦点问题。作为重要的组织情境,领导行为对幸福感的影响得到了广泛考察。然而,针对真实型领导与员工幸福感的研究十分有限,聚焦二者关系间的传递效应比较和权变机制更是匮乏,亟须进一步探索。基于309名员工数据的分析结果表明：真实型领导对员工主观幸福感具有显著的正向预测作用;心理资本和领导认同分别在真实型领导和员工幸福感之间会产生传递效应。多重中介效应分析结果表明,心理资本的间接效应占总效应的60.7%,显著高于领导认同和领导信任。即使在中国的人情社会,西方积极组织行为学视角的独特解释力仍然最强;工作场所真实氛围感知强化了真实型领导与心理资本之间的正向关系、心理资本在真实型领导与员工幸福感之间的中介效应,但会抵消真实型领导对领导信任的正向影响。本文的研究分别验证了“硬”环境制度对“软”领导行为的强化与替代效应,为后续边界研究提供理论依据。研究结论为组织实践提升员工幸福感的管理和干预提供有益借鉴。

关键词: 真实型领导, 真实氛围, 心理资本, 主观幸福感

Abstract: The subjective well-being of employees has always been an important focus for theorists and practitioners. As an important organizational situation, the influence of leadership on well-being has been widely investigated. However, researches on the relationship between authentic leadership and employees’ well-being are very limited, researches focusing on the transmission effect comparison and contingency mechanism between them is even more scarce, further exploration of which is urgently needed. The findings of the analysis based on the data of 309 employees show that the authentic leadership has a significant positive predictive effect on employees’ subjective well-being and that the psychological capital and leadership identity have a transmission effect between authentic leadership and employees’ well-being respectively. The results of multiple mediating effect analysis show that the indirect effect of psychological capital accounts for 60.7% of the total effect, which is significantly higher than that of leadership identity and leadership trust. Even in China’s society which favors the human relationship, the unique explanation from the perspective of Western positive organizational behavior is still the most powerful. The perception of workplace climate of authenticity strengthens the positive relationship between authentic leadership and psychological capital and the mediating effect of psychological capital between authentic leadership and employees’ well-being, but it will offset the positive effect of authentic leadership on leadership trust. This study verifies the strengthening and substituting effects of the“hard”environment system on the“soft”leadership behavior and provides a theoretical basis for the follow-up boundary researches. The conclusion of the study provides useful references for the management and intervention of organizational practice to improve employees’ well-being.

Key words: authentic leadership, climate of authenticity, psychological capital, subjective well-being

中图分类号:

F272.92

宋萌, 董玉杰. 真实型领导与员工幸福感：多重中介比较及边界条件[J]. 当代财经, 2021, 0(12): 90-100.

SONG Meng, DONG Yu-jie. Authentic Leadership and Employees’ Well-Being: Multiple Mediating Comparison and Boundary Conditions[J]. Contemporary Finance & Economics, 2021, 0(12): 90-100.

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