真诚型领导对员工主观幸福感的多重中介效应比较
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- 英文论文题名：How Does Authentic Leadership Influence Employees' Subjective Well-being:Testing a Multiple Mediation Model
- 论文作者：宋萌 ; 孙健敏
- 英文论文作者：SONG Meng ; SUN Jian-min ; School of Economics and Management ; Beijing University of Technology ; School of Labor and Human Resources ; Renmin University of China
- 年：2015
- 作者机构：北京工业大学工商管理学院;中国人民大学;
- 论文关键词：真诚型领导 ; 心理资本 ; 领导信任 ; 领导认同 ; 主观幸福感
- 英文论文关键词：authentic leadership ; psychological capital ; trust in leader ; identification with leader ; subjective well-being
- 会议召开时间：2015-10-16
- 会议录名称：第十八届全国心理学学术会议摘要集——心理学与社会发展
- 英文会议录名称：Proceedings of the 18th National Academic Congress of Psychology
- 语种：中文
- 分类号：C93-05;F272.92
- 学会代码：ZGXG
- 会议名称：第十八届全国心理学学术会议
- 会议地点：中国天津
- 主办单位：中国心理学会
- 学会名称：中国心理学会
- 页数：2
- 文件大小：778k
- 原文格式：D
- 会议级别：全国
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,引入真诚型领导行为探索员工主观幸福感的形成原因。顺应王震,宋萌和孙健敏的呼吁~([24]),本文从社会交换、社会认定和积极组织行为学三个视角考察真诚型领导对主观幸福感的作用过程。具体地,研究者选取领导信任、领导认同和心理资本作为三种理论视角的代表性变量,采用Bootstrapping方法考察并比较他们在真诚型领导与员工主观幸福感之间的多重中介效应。以309名企业员工为研究对象,采用Bootstrapping方法对真诚型领导影响员工主观幸福感的多重中介效应进行了检验,结果发现:(1)真诚型领导对员工主观幸福感有显著的正向预测作用;(2)心理资本、领导信任和领导认同分别在真诚型领导和员工幸福感之间起部分中介效应;(3)在进行并式多重中介效应模型检验时,领导认同的中介效应不再显著,领导信任和心理资本的独特解释力分别占总间接效应的48%和37%,三者的中介效应差异不显著。总的来看,在中国组织情境下,积极组织行为学、社会交换和社会认定视角均能解释真诚型领导对员工幸福感的影响,尽管差异不显著,但社会交换视角的独特解释力相对较强。
Subjective well‐being has always been an important topic for theorists and practitioners in organizations. However, little is known about "whether authentic leadership, proposed towards improving employees' positive emotion and meaningful perception, can influence employees' subjective well‐being, and how does this mechanism work?". Most of previous investigations used the perspective of positive organizational behavior, social identity and social exchange processes to explain the mechanisms of authentic leadership, little is known about the relative importance of these three perspectives. Using a sample of 309 employees from various organizations, this article tested and compared the mediating effects of psychological capital, trust in leader and identification with leader between authentic leadership and their subjective well‐being to clarify the validation of these three perspectives. Results based on hierarchical regression analysis and bootstrapping indicated that:(1) The relationship between authentic leadership and employees' subjective well‐being is positive;(2) All of psychological capital, trust in leader, and identification with leader partially mediated the association of authentic leadership and employees' subjective well‐being;(3) When considering all the mediation variables at the same time, psychological capital and trust in leader partially mediated the association of authentic leadership and employees' subjective well‐being, the mediating effect of identification with leader became not significant. However, the comparison of the three mediating effect is not significant from the bootstrapping results.
Subjective well‐being has always been an important topic for theorists and practitioners in organizations. However, little is known about "whether authentic leadership, proposed towards improving employees' positive emotion and meaningful perception, can influence employees' subjective well‐being, and how does this mechanism work?". Most of previous investigations used the perspective of positive organizational behavior, social identity and social exchange processes to explain the mechanisms of authentic leadership, little is known about the relative importance of these three perspectives. Using a sample of 309 employees from various organizations, this article tested and compared the mediating effects of psychological capital, trust in leader and identification with leader between authentic leadership and their subjective well‐being to clarify the validation of these three perspectives. Results based on hierarchical regression analysis and bootstrapping indicated that:(1) The relationship between authentic leadership and employees' subjective well‐being is positive;(2) All of psychological capital, trust in leader, and identification with leader partially mediated the association of authentic leadership and employees' subjective well‐being;(3) When considering all the mediation variables at the same time, psychological capital and trust in leader partially mediated the association of authentic leadership and employees' subjective well‐being, the mediating effect of identification with leader became not significant. However, the comparison of the three mediating effect is not significant from the bootstrapping results.
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