CEO变革型领导行为与企业绩效的关系研究

企业CEO作为企业的主要领导者,他们对企业员工的言行有着潜移默化的影响。企业的生存、发展有很大一部分依赖于企业CEO的领导风格与决策风格。本研究首先对变革型领导行为、员工工作满意度和企业绩效这三个主要变量进行了文献回顾,通过对国内外相关研究文献的梳理分析,发现其不足,尝试性地验证变革型领导行为对企业绩效的影响作用。本文通过对CEO变革型领导行为、员工工作满意度和企业绩效关系的研究,丰富了变革型领导行为相关理论,对于提升我国企业的领导水平具有一定的指导意义!     

变革领导、团队内部社会资本与项目绩效

以北京、上海、天津和石家庄四城市的139个项目团队为调查对象,在对变革型领导、项目绩效、社会互动、信任和共享愿景等量表的信度与效度检验的基础上,采用层次回归方法探讨了变革型领导对项目绩效的作用机理问题。研究结果表明,变革型领导对项目绩效具有显著的正向影响作用,团队内部社会资本结构维度、关系维度和认知维度在变革型领导与项目绩效之间起着中介作用。本研究不仅弥补了变革型领导与项目绩效关系理论的空缺,而且为组织如何提高项目绩效提供了指引。     

变革型领导行为与员工任务绩效——基于四个维度视角的实证研究

近十几年来,变革型领导理论成为领导理论研究的重点,虽然目前关于变革型领导行为的研究成果颇丰,但对其四个维度的深入研究却比较匮乏。实际上,其四个维度对员工的任务绩效可能会产生不同程度甚至不同方向的影响。因此,分维度来研究变革型领导行为对员工任务绩效的影响很有必要。利用3家河北省企业的样本数据验证研究假设发现,理想化影响、智力激发、个性化关怀与员工任务绩效均显著正相关,鼓舞性激励与员工任务绩效不相关。另外发现,理想化影响和智力激发与员工任务绩效的相关性比诸个性化关怀与之的相关性更显著。     

基层领导干部领导行为有效性及其作用机制

基于294名基层领导干部的实证调查数据,本文建立结构方程模型进行分析。结果表明：变革型领导行为对下属的工作卷入和部门绩效表现具有显著正向预测作用,工作卷入在变革型领导与部门绩效表现之间具有部分中介作用;消极例外管理交易型领导行为对工作卷入具有显著负向预测作用,工作卷入在消极例外管理和部门绩效表现间具有完全中介作用。分层回归的结果表明：变革型领导在权变奖励对部门绩效表现的预测作用中具有增量效应。结果证明变革型领导的普遍有效性和交易型领导有效性的权变性。     

交易型和变革型领导风格对员工关系绩效影响研究

随着对绩效认识的逐步加深,越来越多的学者开始关注与任务绩效相区别的关系绩效.关系绩效是构成组织的社会,心理背景的行为,它可以促进任务绩效,从而提高整个组织的有效性.因此研究关系绩效的影响因素显得非常必要.本文在现有文献的基础上,提出交易型和变革型领导风格对关系绩效影响的研究假设.     

领导成员交换关系对变革型领导有效性的影响

文章形成了领导—成员交换关系、变革型领导、员工工作绩效和组织公民行为之间的嵌套模型,并认为领导—成员交换关系是变革型领导、员工工作绩效和组织公民行为之间关系的中介变量。同时,通过引入我国企业中的案例来分析上述模型。最后,文章认为变革型领导行为要求形成高质量的领导—成员交换关系,而高质量的领导—成员交换关系又能进一步促进变革型领导的有效性。     

变革型领导作用机制研究——基于目标设置的一个新视角

开展变革型领导作用机制的研究,试图找出变革型领导行为如何影响工作绩效的机理,以揭开变革型领导这一"黑箱",这是国内外学者目前关注的一个研究热点,文章从目标设置这一新的视角出发,综合考虑了不同理论在变革型领导发挥作用的主题框架下的观点,构建了一个包含变革型领导、目标设置、自我效能感、自我目标设置、员工任务绩效等变量在内的理论模型。     

变革型领导、组织集体效能、工作态度关系研究综述

文章在前人的研究基础上,探讨了变革型领导、组织集体效能、工作态度的关系,并假设了理论模型,认为集体效能在变革型领导与工作态度之间起了中介作用;变革型领导行为提高了集体效能,并直接和间接通过集体效能正向影响工作满意度与组织承诺。最后文章对以后关于变革型领导行为与工作态度关系的研究提出相应的建议。     

道德型领导对员工工作绩效的影响——组织公民行为的中介作用

本文研究了道德型领导对员工工作绩效的影响,以组织公民行为为中介变量。我们发现:(1)道德型领导对员工工作绩效的有正向影响;(2)道德型领导对组织公民行为有正向作用;(3)组织公民行为在道德型领导和员工工作绩效之间起着中介作用。     

家长式领导的有效性:来自Meta分析的证据

本文运用Meta分析方法,对家长式领导与领导效能相关的87篇实证研究文献进行了阶段性总结,共获得436个效应值,40879个独立样本,总样本量达118108个.结果发现:家长式领导风格下不同领导行为对领导效能有不同的影响,其中仁慈领导是最为有效的领导方式,威权领导的效能是负向的.仁慈领导、德行领导对员工工作态度(工作满意度、组织承诺、离职倾向)的影响程度要强于对员工工作行为(组织公民行为、任务绩效)的影响程度.此外,在分析三种领导方式与个体绩效的关系时发现,相比于任务绩效,三种领导方式更能促进关系绩效;同源偏差程度能够显著调节三种领导方式与个体绩效的相关程度.通过对工作价值观的调节分析动态考察三种领导方式的效能,本文发现,随着员工价值观的改变,仁慈领导、德行领导的效能在增强,而威权领导效能的变化却不明显.     

People management: developing and testing a measurement scale

Abstract

The central concept in this study is people management, referring to line managers’ implementation of HR practices and their leadership behaviour oriented at supporting the employees they supervise at work. In this study we conceptualize people management and develop a multidimensional scale to measure it from the perspectives of both employees and line managers. Using a Study 1/Study 2 design, including two-wave multilevel data from employees and line managers of a financial service provider, and cross-sectional data from teachers, educational support staff, and supervisors, we demonstrate the scale’s reliability and multidimensionality across samples and over time. We provide evidence of the convergent validity by showing that employees’ and line managers’ perceptions of people management are significantly related, and that people management is significantly related to transformational and transactional leadership. Also, we demonstrate that people management adds explained variance above and beyond transformational and transactional leadership in predicting team performance. We demonstrate criterion-related validity through people management’s relationship with job satisfaction, commitment, and work engagement. We discuss the implications of our measure for theory and research on people management, its antecedents, and its effects.     

变革型领导和交易型领导理论研究综述

领导方式对企业管理具有重要影响。变革型领导与交易型领导不同的内在维度导致二者在员工工作绩效、员工满意度、组织承诺、组织变革与创新等方面有着不同的作用。多数学者认为变革型领导在各方面较交易型领导都更为优秀,然而部分学者却证明领导方式与企业组织文化的匹配性才是决定组织管理成功与否的重要因素。摒弃对交易型领导的偏见,选择适合的领导方式对企业的发展具有重要的现实意义。     

The Role of Participative Leadership and Trust‐Based Mechanisms in Eliciting Intern Performance: Evidence from China

In this article, we investigate the relationship between participative leadership and job performance within the internship setting. Based on two‐waves of survey data obtained from 309 intern‐supervisor dyads, we find that participative leadership has a positive relationship with job performance, and that affective trust mediates that relationship. We also find that although cognitive trust is not significantly related to intern job performance, it mediates the relationship between participative leadership and affective trust. Our findings contradict those of previous research which question the effectiveness of participative leadership in short‐term employment situations such as internships. They also highlight the importance of designing internships to be reflective of typical performance situations, characterized by participative leadership practices, rather than more directive leadership practices. © 2014 Wiley Periodicals, Inc.     

How does growth need strength influence employee outcomes? The roles of hope,leadership, and cultural value

Abstract

Strong growth need is essential if an employee is to be motivated to complete complex and challenging jobs. It is important for organizations to attract employees with high growth need strength and help them achieve positive outcomes. However, limited research has been conducted to examine the mechanism underlying growth need strength’s positive effect on employee outcomes. Based on hope theory, we hypothesized that hope mediates the effect of growth need strength on job performance and affective commitment by transforming employees’ general desire for personal growth into goal-related cognitive thinking, comprising both ‘will’ and ‘ways’. We further hypothesized the moderating effect of transformational leadership, and the joint moderating effect of transformational leadership and individual power distance on the relationship between growth need strength and hope. We tested our hypotheses with data from a sample of 265 subordinate–supervisor dyads from China. Data analysis results supported the mediating role of hope. We found that growth need strength has a stronger effect on hope when transformational leadership is higher, and this effect is the strongest when both transformational leadership and individual power distance are simultaneously higher. The implications of these findings for human resource management research and practice are discussed.     

Predicting excellent management performance in an intercultural context: a study of the influence of multicultural personality on transformational leadership and performance

What makes a manager in an intercultural context an excellent performer? This question is the subject of the present study. The study examines the influence of the five dimensions of multicultural personality via transformational leadership on excellent performance in a sample of managers (N = 138) working in an expatriate assignment or in a job dealing with subordinates of different cultural backgrounds. As expected, cultural empathy, open-mindedness and social initiative were found to have a positive effect on transformational leadership. However, no significant effects were found from emotional stability and flexibility on transformational leadership. Furthermore, a more transformational leadership style led to higher performance in an intercultural context, which was measured using management performance appraisals. Since an indirect effect of cultural empathy, open mindedness and social initiative on performance via transformational leadership has been found in this study, it seems that both these dimensions of multicultural personality and transformational leadership are needed for excellent managerial performance in an international environment.     

Leading public service organizations: how to obtain high employee self-efficacy and organizational performance

Concerns are sometimes raised that transactional leadership harms public organizations’ performance because demands thwart employees’ self-efficacy. However, the opposite may be argued – conditional rewards strengthen feelings of competence because they provide positive feedback on performance. We study ninety-two high school principals’ reported use of contingent rewards and sanctions and self-efficacy among their 1,932 teachers. The results indicate that contingent rewards strengthen self-efficacy, and that sanctions are not negatively related with self-efficacy or performance. Furthermore, the teachers’ self-efficacy can be linked positively to organizational performance. This suggests that rewards can be an important tool for managers in the public sector.     

Narcissism and Empowerment: How Narcissism Influences the Trickle-Down Effects of Organizational Empowerment Climate on Performance

The present study proposes a trickle-down model of employee empowerment in which empowerment climate at the organization level is positively related to the empowering leadership of team leaders and ultimately to individual task performance. Importantly, we hypothesize that team leaders’ and members’ narcissism can respectively inhibit and enable the cross-level empowerment process by affecting the intended distribution of decision-making authority and resources between team leaders and members. The analysis of data from 834 team members of 189 teams in 46 organizations reveals that organizational empowerment climate is positively related to team leaders’ empowering leadership when they are less narcissistic. Empowering leadership is positively related to individual task performance when team members are highly narcissistic. Finally, we observe that the combination of less narcissistic leaders and more narcissistic members is a condition under which the indirect effect of organizational empowerment climate on individual task performance through empowering leadership is positive.     

领导自发传承的探索性研究

在对领导理论、领导自发传承机制进行回顾的基础上,运用深度访谈方法对领导自发传承的内容、原因、途径和影响因素进行了探索性研究。研究发现,下属管理人员对领导自发传承的主要内容为人员、任务、品德和士气;上级领导、组织文化和任务要求是自发传承的主要原因;下属管理人员通过观察、沟通和请教的方式学习上级领导者的方式;而下属管理人员的自身因素、上级领导者因素以及工作情境将影响领导自发传承。     

高校体育教师职业素质浅析

本文剖析了高校体育教师应具备的职业素质,主要包括思想道德素质和业务素质,并提出了加强师资队伍建设的几条途径。