领导风格与知识员工反生产行为——心理授权的中介作用  

Leadership and Counterproductive Work Behavior of Knowledge Employee——Mediating Role of Psychological Empowerment

作　　者：高智[1] 胡琪波[1] 

机构地区：[1]西北工业大学管理学院,西安710129

出　　处：《世界科技研究与发展》2015年第4期422-430,共9页World Sci-Tech R&D

基　　金：教育部人文社科基金规划项目(12YJA630008)资助

摘　　要：以中西方领导风格理论的典型代表——变革型领导风格和家长型领导风格为前因变量、知识员工反生产行为为结果变量、心理授权为中介变量构建了概念模型,从组织情境、心理认知过程的多维视角对知识员工反生产行为的影响因素及其作用机制和适用范围进行整合性研究,证实了变革型领导风格和家长型领导风格都对知识员工反生产行为有负向预测作用,而且变革型领导风格的预测作用更强。同时,在变革型领导风格和家长型领导风格影响知识员工反生产行为的过程中,心理授权起中介作用。实证结果表明,领导者应将变革型领导风格和家长型领导风格结合起来,吸取两者的有益因素并权变应用,以改善组织绩效,并应创造条件和采取针对性措施以提升员工的心理授权感知,从而减少或避免知识员工的反生产行为。A conceptual model was built based on transformational leadership and paternalistic leadership as antecedent vari- able, knowledge employee counterproductive work behavior as outcome variable, and psychological empowerment as media- ting variable. The mechanism and influencing factors of counterproductive work behavior of knowledge employee was studied from organizational context and psychological process. Result showed that the transformational leadership and paternalistic leadership were significantly negative related tO counterproductive work behavior of knowledge employee, and transformation- al leadership was more negatively related. At the same time, psychological empowerment had mediating effect to the relation- ship between transformational leadership, paternalistic leadership and knowledge employee Counterproductive work behavior. The empirical results showed that the leader should combine transformational leadership and paternalistic leadership togeth- er,learn from each other, learn beneficial applications from them to improve organizationnal performance, and should create conditions and take appropriate measures to enhance the perception of psychological empowerment of employees, thereby re- ducing or avoiding the counterproductive work behavior of knowledge employee.

关 键 词：变革型领导风格 家长型领导风格 知识员工反生产行为 心理授权 

分 类 号：F272.92[经济管理—企业管理]