上级工作投入是如何传递给下属的?一个涓滴模型的检验  

How does Work Engagement Transmit from Supervisors to Subordinates:The Test of a Trickle-Down Model

作　　者：谢宝国[1] 郭永兴[2] 夏德[1] Xie Baoguo;Guo Yongxing;Xia De(School of Management,Wuhan University of Technology,Wuhan 430070;School of Psychology,South China Normal University,Guangzhou 510631)

机构地区：[1]武汉理工大学管理学院,武汉430070 [2]华南师范大学心理应用研究中心,广州510631

出　　处：《管理评论》2018年第11期141-151,共11页Management Review

基　　金：国家自然科学基金项目(71772143);中央高校基本科研业务费专项资金资助(WUT:2018VI066)

摘　　要：作为一种积极动机状态的工作投入已经成为组织行为学中一个核心构念。鉴于工作投入给员工和组织所带来的诸多益处,如何激发或提升员工工作投入已经成为学术界和实践界的热点话题。本研究采用人际互动视角以两波(two wave)调查数据检验了工作团队中直接上级工作投入对下属工作投入的涓滴效应及其内在机制。多水平分析结果显示:(1)直接上级工作投入对下属工作投入有显著正向影响;(2)下属工作意义感中介上级工作投入对下属工作投入的正向影响;(3)授权型领导正向调节下属工作意义感与下属工作投入之间的关系;(4)授权型领导正向调节下属工作意义感的间接效应。最后,我们对本研究的理论启示、实践意义和研究局限进行了讨论。Under the logic of the trickle-down model, this study examines whether and how work engagement transits from team leaders to their direct followers. In order to reduce the common method bias, the time-lagged sampling is used to collect data. The participants are customer services employees working in a call centre of a large state-owned telecom company in China. Hierarchical Linear Mode(HLM) is used to test the hypotheses. The results show that:(1) team leaders’ work engagement is positively related to their followers’ work engagement,(2) followers’ work meaningfulness mediates the relationship between leader’s work engagement and followers’ work engagement,(3) empowering leadership moderates the relationship between work meaningfulness and subordinates’ work engagement, and(4) the indirect effect of work meaningfulness is moderated by empowering leadership. In the end, some theoretical and managerial implications are offered, and limitations and future directions are discussed.

关 键 词：涓滴效应 工作投入 工作意义感 授权型领导 

分 类 号：F272.92[经济管理—企业管理]