变革型领导与员工工作态度:心理授权的中介作用  

Transformational Leadership and Employee Work Attitudes:The Mediating Effects of Multidimensional Psychological Empowerment

作　　者：李超平[1] 田宝[2] 时勘[3] 

机构地区：[1]中国人民大学公共管理学院组织与人力资源研究所,北京100872 [2]首都师范大学教科院心理系,北京100089 [3]中国科学院心理研究所,北京100101

出　　处：《心理学报》2006年第2期297-307,共11页Acta Psychologica Sinica

基　　金：国家自然科学基金资助项目(70471060;70502022)

摘　　要：研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工满意度与组织承诺。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺。Accumulating evidence suggests that transformational leadership is positively associated with such leadership effectiveness as job satisfaction, organizational commitment, job performance, and OCB. However few studies have examined relations between the components of transformational leadership and different work outcomes. Also the mechanisms and processes by which transformational leadership exerts its influence have not been adequately addressed in the literature. More work is also needed to examine constructs that may mediate the linkage between transformational leadership and work outcomes. As proposed by Vandeenberghe （ 1999）, psychological empowerment may be a powerful mediator of transformational leadership effects. In the present study, we explored the relations among different components of transformational leadership and job satisfaction and organizational commitment in a Chinese context. We also examined the contribution of each of the four dimensions of Thomas and Vehhouse＇s （1990） multidimensional conceptualization of psychological empowerment in mediating the relation between transformational leadership and job satisfaction, and organizational commitment. The following measures were administered to a sample of 744 employees from 14 companies： The Transformational Leadership Questionnaire （TLQ） developed by Li and Shi （2005） ; the Psychological Empowerment Scale （PES） developed by Spreitzer （1995） ; the Job Satisfaction Scale developed by Tsui, Egan and OReilly Ⅲ （1992）, and the Affective Commitment Scale developed by Allen and Meyer （1996）. All scales were subjected to reliability analysis and factor analysis before data analysis. Internal consistency reliability estimates ranged from 0.69 to 0.89, suggesting adequate reliability. Confirmatory factor analysis （CFA） results supported the four-dimension structure （ morale modeling, visionary motivating, charisma and individualized consideration） of the TLQ. CFA results also confirmed the four-dimension �

关 键 词：变革型领导问卷 心理授权 员工满意度 组织承诺 交叉验证 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]