挑战性工作要求对变革型领导的“替代”:科研人员敬业度作用的间接调节模型

通过问卷法对186名科研人员进行调查,采用多元回归方法分析变革型领导和挑战性工作要求对敬业度的作用,考察后者的"领导替代"效应,并以内在动机为中介变量,构建挑战性工作要求的调节作用模型,阐明"领导替代"的作用路径。研究发现,变革型领导和挑战性工作要求均对敬业度具有促进作用,挑战性工作要求负向调节变革型领导与敬业度的关系。以内在动机为中介,挑战性工作要求通过负向调节内在动机与敬业度间关系实现对变革型领导与敬业度的调节,属于间接调节。此外,内在动机在变革型领导与敬业度间具有完全中介作用。最后,提出了针对科研人员的管理建议,以期拓展和丰富现有研究成果。

Challenge Job Demand's Substitution Effect on Transformational Leadership: the Indirect Moderating Model of Researchers' Work Engagement

This study aims to discover the effect of transformational leadership on researchers' engagement. It collects data from 186 researchers from 4 universities and 1 research institution, and uses established measures to capture key variables．Multiple regression is employed to analyze data. Regression analysis shows that transformational leadership is positively associated with work engagement，and it is moderated by challenge job demand. In addition, intrinsic motivation fully mediates the relationship between transformational leadership and work engagement. Moreover，mediated moderating analysis find that challenge job demand moderates the effect of intrinsic motivation on work engagement negatively. So the challenge job demand moderating effect of transformational leadership on work engagement is negative and indirect. Then contributions, practical implications and limitations are discussed．