谦逊型领导与员工工作投入:基于自我概念理论的视角  

Humble Leadership and Employee Work Engagement:A Perspective Based on Self-Concept Theory

作　　者：赖华强 陈双双 赵永乐[2] LAI Hua-qiang;CHEN Shuang-shuang;ZHAO Yong-le(School of Business,Jiangsu Open University,Nanjing 210036,Jiangsu,China;School of Business,Hohai University,Nanjing 210024,Jiangsu,China)

机构地区：[1]江苏开放大学商学院,江苏南京210036 [2]河海大学商学院,江苏南京210024

出　　处：《江苏经贸职业技术学院学报》2023年第5期36-39,共4页Journal of Jiangsu Institute of Commerce

基　　金：2021年江苏省高校哲学社会科学研究课题“谦逊型领导对员工工作投入、离职意向的影响机制研究”(2021SJA0751)。

摘　　要：基于自我概念理论,选取组织自尊和真实性感知两个变量,探讨谦逊型领导与员工工作投入的影响机制。分析581份企业员工数据,结果表明:谦逊型领导行为有利于培养具有高水平组织自尊的员工,促进员工工作投入;员工对领导谦逊行为真实性的感知正向调节谦逊型领导和组织自尊之间的关系。基于此,提出组织激发和提高员工工作投入的管理建议。Based on self-concept theory,two variables,organizational self-esteem and perception of authenticity,were selected to explore the influence mechanism of humble leadership and employee job engagement.Analysis of 581 employee data shows that:humble leadership behavior is beneficial to cultivate employees with high level of organizational self-esteem and promote employee engagement;Employees perception of the authenticity of leaders humble behavior positively moderates the relationship between humble leadership and organizational self-esteem.Based on this,management suggestions are put forward to motivate and improve employees work involvement.

关 键 词：谦逊型领导 组织自尊 工作投入 真实性感知 自我概念理论 

分 类 号：C933[经济管理—管理学]