柔性人力资源管理何以驱动员工自我领导——基于动态地位的视角

当代财经 ›› 2024, Vol. 0 ›› Issue (7): 104-115.

柔性人力资源管理何以驱动员工自我领导——基于动态地位的视角

高枫¹, 罗文豪², 王满意¹

1.中国人民大学商学院,北京 100872;
2.北方工业大学经济管理学院,北京 100144

收稿日期:2023-10-09 修回日期:2024-03-16 出版日期:2024-07-15 发布日期:2024-08-27
通讯作者: 罗文豪,北方工业大学副教授,管理学博士,主要从事组织行为与人力资源管理研究,联系方式whluo1988@hotmail.com。
作者简介:高枫,中国人民大学博士研究生,主要从事组织行为与人力资源管理研究;王满意,中国人民大学博士研究生,主要从事组织行为与人力资源管理研究。
基金资助:
国家自然科学基金面上项目“新经济背景下个体自我领导的多层次驱动机制及其双刃剑效应研究”（72072002）; 北京市教委社科计划一般项目“北京市文创企业推动融合创新的组织内赋能机制研究”（SM202110009006）; 2022年度北京市属高校教师队伍建设支持计划优秀青年人才（BPHR202203037）

How Flexible Human Resource Management Drives Employee Self-Leadership: From the Perspective of Dynamic Status

GAO Feng¹, LUO Wen-hao², WANG Man-yi¹

1. Renmin University of China, Beijing 100872;
2. North China University of Technology, Beijing 100144, China

Received:2023-10-09 Revised:2024-03-16 Online:2024-07-15 Published:2024-08-27

摘要/Abstract

摘要： 在商业环境日趋复杂和多变的时代,员工的自我领导对组织的生存和发展发挥着重要作用。然而,如何通过有效的管理实践来推动员工的自我领导仍需进一步探讨。基于动态地位理论,分析了柔性人力资源管理对员工自我领导的影响机制,尤其是员工地位追求动机在二者之间的中介作用以及领导力普遍性观念的调节作用。对三个不同时点的439份纵向员工问卷数据进行分析的结果表明,柔性人力资源管理与员工自我领导呈正相关关系,地位追求动机在二者的关系中起到中介作用;当员工的领导力普遍性观念较低时,柔性人力资源管理通过地位追求动机影响员工自我领导的正向关系较强。基于上述结论,在人机共存的新环境下,管理者应重视建立柔性人力资源管理,关注员工的认知特征和动机因素,同时向员工传递地位可变的信号,从而激发员工的地位追求动机和自我领导行为。

关键词: 自我领导, 柔性人力资源管理, 地位追求动机, 领导力普遍性观念

Abstract: In today’s increasingly complex and volatile business environment, employee self-leadership plays an important role in the survival and development of an organization. However, how to promote employee self-leadership through effective management practices still needs to be further explored. Based on the dynamic status theory, this paper analyzes the affecting mechanism of flexible human resource management on employee self-leadership, especially the mediating role of the status seeking motivation of the employees between the two and the moderating role of universal concept of leadership. The analysis of the data of 439 longitudinal employee questionnaire at three different time points shows that flexible human resource management is positively correlated with employee self leadership, and that status pursuit motivation plays a mediating role in the relationship between the two. When the general concept of leadership among employees is lower, flexible human resource management has a stronger positive relationship to affect employee self-leadership through status seeking motivation. Based on the above conclusion, in the new environment of human-machine coexistence, managers should attach importance to establishing flexible human resource management, pay attention to the cognitive characteristics and motivational factors of employees, and transmit signals of variable status to employees, thereby stimulating their status pursuit motivation and self-leadership behaviors.

Key words: self-leadership, flexible human resource management, status seeking motivation, universal concept of leadership

中图分类号:

F272.92

高枫, 罗文豪, 王满意. 柔性人力资源管理何以驱动员工自我领导——基于动态地位的视角[J]. 当代财经, 2024, 0(7): 104-115.

GAO Feng, LUO Wen-hao, WANG Man-yi. How Flexible Human Resource Management Drives Employee Self-Leadership: From the Perspective of Dynamic Status[J]. Contemporary Finance & Economics, 2024, 0(7): 104-115.

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