摘要
本研究探究了参与型领导对员工工作幸福感的双重影响以及感知同事支持的调节作用。对191份互联网企业员工的三阶段追踪数据进行路径分析,结果显示:参与型领导既能增强员工的组织自尊进而提升员工工作幸福感,又会加重员工的工作负荷进而降低员工工作幸福感。感知同事支持在上述两条路径过程中发挥调节作用。当员工感知到高水平同事支持时,工作负荷的中介效应被削弱,而组织自尊的中介效应被强化。上述结果能启发管理者如何有效地为企业员工谋幸福。
Faced with the rapidly changing social environment,organizations inevitably need to make decisions quickly and accurately.Traditionally,organizational decision is made by the leaders.However,more and more researchers find that it is not enough to rely solely on the ability and intelligence of leaders to make good decisions.To address this issue,organizations should encourage employees to participate in decision-making.Accordingly,participative leadership has attracted a certain number of scholars’attention.Participative leadership refers to leaders inquire suggestions from their subordinates before decision-making and attempt to solve problems together with their subordinates.Leaders who have such kind of participative leadership could overcome their own shortcomings in decision-making process,thereby contributing to the long–term development of organizations.Traditional viewpoints posit that participative leaders recognize their employees’value and thus improve employees’well-being in the workplace.However,recent research indicates a potential dark side of participative leadership.For example,when the leaders provide more job autonomy for their subordinates,subordinates may suffer psychological strain.In this study,we aim to reconcile the contradictory viewpoints mentioned above.Specifically,we draw on conservation of resource theory to propose a dual process model wherein participative leadership might have a paradoxical effect on employees’well-being.On one hand,participative leadership evokes a sense of organization–based self–esteem,which ultimately promotes subordinates’well-being(a resource generation process).On the other hand,participative leadership increases subordinates’workload,which in turn reduces subordinates’well-being(a resource depletion process).Moreover,perceived co-worker support,as a kind of situational resource,could enhance the resource generation process and buffer the resource depletion process of participative leadership.Based on 191 employees’effective responses,the results of path analysis overall supported our predictions.Participative leadership could enhance employees’organization-based self-esteem and subsequent well-being,while at the meantime increase employees’workload,which in turn diminish employees’well-being.The final effect of participative leadership on subordinates’well-being depended on the(in)balance between the selfesteem mechanism and workload mechanism.Moreover,perceived co-worker support moderated the resource generation and depletion process of participative leadership.In particular,perceived high levels of co-worker support strengthened the beneficial indirect effect of participative leadership on subordinates’well-being via organization-based self-esteem and decreased the detrimental indirect effect of participative leadership on subordinates’job well-being via workload Our findings not only advance our understanding of the relationship between participative leadership and well-being,but also provide further inspiration for managerial practice.This study is among the first to reveal the paradoxical effect of participative leadership on subordinates’wellbeing and give support for the power of conversation of resource theory in explaining the complex relationship between leadership behavior and subordinates’well-being.Thus,our study contributes to the literature of participative leadership,subordinate well-being and conversation of resource theory.For practitioners,our results suggest that participative leaders should assign appropriate number of jobs to their subordinates and encourage coworkers to support each other.
作者
彭坚
邹艳春
康勇军
张旭
Peng Jian;Zou Yanchun;Kang Yongjun;Zhang Xu(School of Management,Guangzhou University,Guangzhou,510006;School of Entrepreneurship Education,Guangdong University of Finance and Economics,Guangzhou,510320)
出处
《心理科学》
CSSCI
CSCD
北大核心
2021年第4期873-880,共8页
Journal of Psychological Science
基金
国家自然科学基金项目(71902048)
广东省创新强校工程社科项目(2017WTSCX096)
广东省哲学社会科学规划2020年度一般项目(GD20CGL58)的资助。
关键词
参与型领导
工作负荷
组织自尊
工作幸福感
感知同事支持
participative leadership
workload
organization-based self-esteem
well-being
co-woker support
