变革型领导、员工的组织信任与组织承诺——中国情景下企业管理者的实证研究  

Transformational leadership,organizational trust and commitment of employees: an empirical study of managers in China's context

作　　者：贾良定[1] 陈永霞[1] 宋继文[2] 李超平[3] 张君君[1] 

机构地区：[1]南京大学商学院,江苏南京210093 [2]中国人民大学商学院,北京100872 [3]中国人民大学公共管理学院,北京100872

出　　处：《东南大学学报（哲学社会科学版）》2006年第6期59-67,共9页Journal of Southeast University(Philosophy and Social Science)

基　　金：国家自然科学基金资助项目(70202007);"985工程"南京大学经济转型和发展创新基地"企业组织变革;战略转型研究"成果之一

摘　　要：把领导者与员工之间的关系看作一种社会交换,以中国境内各类企业9 7 2位管理人员为样本,研究变革型领导与员工组织承诺之间的关系,尤其是员工的组织信任在其中的中介作用,研究结果证实了变革型领导与员工组织承诺之间存在显著的正相关关系,并且组织信任在变革型领导与员工组织承诺的关系中起中介作用。研究表明,企业领导者在实际工作中不断锻炼自身的领导魅力和感召力,同时建设组织信任,使员工感受到强烈的组织信任感,将有助于提升领导者的权威,使员工越发表现出对组织的认同、参与和忠诚。Using the samples of 972 managers of the companies in China,we examined the relationship between transformational leadership and organizational commitment of employees,especially the mediating effects of employees' organizational trust on the relationship between the two variables from the perspective of social exchange.The construct validity of the three core variables studied in this paper is confirmed after a pilot study and the exploratory analysis of the three variables.Then the discriminant validity of the three core variables is tested.Results from structural model analyses show that organizational trust partially mediated the relationship between transformational leadership and organizational commitment.The managers are suggested to create the atmosphere of organizational trust in order to motivate the employees' identification,involvement and loyalty to the organization.Implications for the theory and practice of our findings are discussed,and future research directions offered.

关 键 词：变革型领导 组织信任 组织承诺 

分 类 号：F272.91[经济管理—企业管理] F224[经济管理—国民经济]