领导授权赋能对员工工作投入的影响路径研究  

A Study of the Impact Paths of Empowering Leader on Employee Engagement

作　　者：史青[1] 郝婷婷 张国风 SHI Qing;HAO Ting-ting;ZHANG Guo-feng(College of Business Administration,Xinjiang University of Finance and Economics,Urumqi Xinjiang 830012,China)

机构地区：[1]新疆财经大学工商管理学院,新疆乌鲁木齐830012

出　　处：《大连民族大学学报》2023年第6期493-500,共8页Journal of Dalian Minzu University

基　　金：新疆财经大学2022年度智库调研项目“新疆中小微电商企业数字化发展的路径与对策研究”(ZKYB2204);新疆财经大学研究生科研创新项目“主动动机模型下真实型领导对知识型员工主动变革行为的影响研究”(XJUFE2022K30)。

摘　　要：基于工作要求-资源模型和工作-家庭增益理论,通过对333名企业员工进行调研分析,阐述了领导授权赋能行为对员工工作投入的影响。结果显示:领导授权赋能行为通过工作使命感的中介作用对员工工作投入具有显著正向影响;家庭支持强化了员工工作使命感与其工作投入的关系,也调节了工作使命感的中介作用。研究成果为企业在数字经济时代加速转型并提高管理效能提供对策建议。Based on the job demands-resources model and work-family enrichment theory,the influence of empowering leader behaviors on employees' work engagement was elaborated through the investigation and analysis of 333 employees.The results show that the empowering leader behaviors has a significant positive impact on employees' work engagement through the mediating role of calling.Family support strengthens the relationship between employees' calling and their work engagement,and also regulates the mediating role of calling.The research results provide countermeasures and suggestions for enterprises to accelerate transformation and improve management efficiency in the era of digital economy.

关 键 词：领导授权赋能行为 工作使命感 家庭支持 工作投入 

分 类 号：F272.92[经济管理—企业管理]