德行领导与组织变革承诺:涓滴效应  

Morality leadership and commitment to change:Trickle-down effects

作　　者：王冬冬[1] 何洁[2] WANG Dong-dong;HE Jie(School of Business,Renmin University of China,Beijing 100872,China;School of Tourism and Hospitality Management,Hubei University of Economics,Wuhan 430205,China)

机构地区：[1]中国人民大学商学院,北京100872 [2]湖北经济学院旅游与酒店管理学院,湖北武汉430205

出　　处：《管理工程学报》2019年第1期23-29,共7页Journal of Industrial Engineering and Engineering Management

基　　金：中国人民大学2015年度拔尖创新人才培育资助计划成果(2013000555)

摘　　要：已有研究表明,组织变革承诺对于变革成败有着重要影响,然而,关于变革承诺的研究正处于起步阶段。基于社会学习理论和领导理论,探讨德行领导与组织变革承诺之间的关系,并从社会关系的视角出发,考察社会互动在上述关系中的调节效应。以13家企业64个团队241名员工为对象进行配对问卷调查,采用SPSS 21.0和HLM 7.0对样本数据进行统计分析。研究结果表明:(1)部门领导的德行领导行为对员工的组织变革承诺有着显著的正向影响;(2)分管领导的德行领导行为不仅直接作用于员工的组织变革承诺,还通过部门领导的德行领导行为对员工变革承诺产生间接影响;(3)部门领导和成员感知的社会互动质量在上述关系中有着显著的正向调节效应。研究结果有助于全面把握与理解组织中的领导效应,并对企业进行组织变革有重要的借鉴意义。Organizational change continues to occur at a high rate in modern organizations.However,as many as 50 percent of organizational change has failed to deliver expected results and/or meet intended objectives in most cases(Shin,2012).Therefore,the topic about how to improve the success rate of changes has become a key issue for both scholars and practitioners.When identifying the factors for the above failure,the previous research about organizational change effectiveness focused on two different paradigms:the macro wings focus on strategic,financial,technological dimensions(Pitts,2006).Recent studies,however,have increasingly found that human resource issues,as opposed to strategic or macro factors,are the leading cause of mergers failing to meet their intended objectives(Neves,2011),which gradually become a new trend in the study of organizational change.Employees’commitment to change,which has been shown to be an important determinant of employee support for change(Choi,2011),has received increasing attention as an important antecedent of change-related organizational outcomes.But what is needed to build employees’commitment toward change?Not surprisingly,leaders’behavior plays a central role in answering this question.However,at this initial stage,the relevant studies on commitment to change are far from being sufficiently researched.Firstly,the study of leadership,such as transformational leadership and charismatic leadership,is largely based on western society.Secondly,the study of leadership focuses on the capability,and much less is known about the morality leadership that contributes significantly to employee commitment to change.Thirdly,little attention has been devoted to the leadership of the trickle-down effect,despite the increasing enormous effort invested in trickle-down research.In light of these extant research gaps,the purpose of this study is threefold.First,this paper proposes a model to explicate the effect of morality leadership that is an important and special feature of leadership in C

关 键 词：组织变革承诺 德行领导 社会交互 涓滴模式 跨层次 

分 类 号：F272.9[经济管理—企业管理]