內(nèi)隱追隨對建言行為的影響及其作用機制
發(fā)布時間：2018-10-17 20:51
【摘要】：內(nèi)隱追隨作為近期國內(nèi)外組織行為研究的前沿方向,日益得到關(guān)注,但相關(guān)的實證研究并不多。因此,本研究對本土內(nèi)隱追隨的內(nèi)容和結(jié)構(gòu)進行探索,并且將其引入現(xiàn)實組織情況中,探討領(lǐng)導者內(nèi)隱追隨對員工建言行為的影響,以此豐富內(nèi)隱追隨體系,為組織管理實踐提供理論指導。首先,研究基于對國內(nèi)外相關(guān)文獻的分析,結(jié)合開放式問卷收集內(nèi)隱追隨量表條目,探索個體內(nèi)隱追隨結(jié)構(gòu),并嚴格遵循心理學標準化量表編制流程,進行探索性因素分析、驗證性因素分析,編制出內(nèi)隱追隨量表;然后,采用相關(guān)分析,將自編內(nèi)隱追隨量表與國外Sy(2010)編制的內(nèi)隱追隨量表進行相關(guān)分析比較,檢驗自編問卷的校標效度;其次,采用t檢驗、方差分析對內(nèi)隱追隨的人口統(tǒng)計學進行了分析;最后,選取領(lǐng)導者-追隨者二元對為研究對象,采用相關(guān)分析、回歸分析和結(jié)構(gòu)方程模型探究領(lǐng)導者內(nèi)隱追隨(包括追隨原型、追隨反原型)對員工建言行為的影響及其作用機制。研究發(fā)現(xiàn):(1)內(nèi)隱追隨的內(nèi)容結(jié)構(gòu)包括4個一階因子(維度),分別為:理想任務、好公民、消極怠工、破壞性行為;再經(jīng)整合形成二階因子,分別為追隨原型(包括理想任務、好公民)、追隨反原型(包括消極怠工、破壞性行為)。(2)自編內(nèi)隱追隨量表與國外Sy(2010)編制的內(nèi)隱追隨量表相關(guān)。其中自編IFTs量表的追隨原型條目與Sy的IFTs量表的追隨原型條目相關(guān),而與其追隨反原型IFTs負相關(guān)。(3)內(nèi)隱追隨及其各維度在年齡、工齡、職位等人口統(tǒng)計學特征方面存在差異。(4)領(lǐng)導者內(nèi)隱追隨對員工建言行為有顯著的預測作用。領(lǐng)導者的追隨原型對員工的建言行為(抑制性建言、促進性建言)具有顯著正向影響;領(lǐng)導者的追隨反原型對員工的建言行為(抑制性建言、促進性建言)具有顯著負向影響。(5)領(lǐng)導支持在領(lǐng)導者追隨原型與員工建言行為之間起到中介作用。領(lǐng)導者追隨原型對領(lǐng)導支持具有顯著正向影響,領(lǐng)導支持對員工建言行為具有顯著正向影響。(6)辱虐管理在領(lǐng)導者追隨反原型與員工建言行為之間起到中介作用。領(lǐng)導者追隨反原型對辱虐管理具有顯著正向影響,辱虐管理對員工建言行為具有顯著負向影響。本研究的最后,對整個研究進行了總結(jié),并在此基礎(chǔ)之上提出了啟示和對未來研究的展望。
[Abstract]:Implicit follow has been paid more and more attention as the frontier of organizational behavior research at home and abroad in recent years, but there are few empirical studies. Therefore, this study explores the content and structure of local implicit follow, and introduces it into the real organization to explore the influence of implicit leadership on the behavior of employee advice, so as to enrich the implicit follow system. To provide theoretical guidance for the practice of organizational management. First of all, based on the analysis of relevant literature at home and abroad, combined with the open questionnaire to collect the items of implicit follow-up scale, explore the individual implicit follow structure, and strictly follow the psychological standardized scale development process, exploratory factor analysis. Then, by using correlation analysis, the self-made implicit follow scale was compared with that developed by Sy (2010) in foreign countries to test the calibration validity of the questionnaire. T test and ANOVA were used to analyze the implicit follow demography. Finally, the leader-follower pair was selected as the research object, and the correlation analysis was used. Regression analysis and structural equation model are used to explore the influence of implicit follower (including following archetype and following anti-archetype) on employee's speech behavior and its mechanism. The results show that: (1) the content structure of implicit follower includes four first-order factors (dimensions), which are ideal task, good citizen, passive and destructive behavior, and then form second order factor, which includes ideal task. Good citizen), follow the anti-archetype (including passive idling, destructive behavior). (2) self-compiled implicit follow scale and foreign Sy (2010) developed implicit follow scale correlation. Among them, the following prototype items of self-made IFTs scale were correlated with those of Sy's IFTs scale, but negatively correlated with the following anti-archetypal IFTs. (3) implicit pursuit and its dimensions were found in age, length of service. There are differences in demographic characteristics such as positions. (4) implicit leadership follow has a significant predictive effect on employee advice behavior. The leader's following archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice, promoting advice), and the leader's following anti-archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice). (5) leadership support plays an intermediary role between the leader following the prototype and the employee's advocacy behavior. Leaders follow archetypes have a significant positive impact on leadership support, and leadership support has a significant positive impact on employee advice behavior. (6) abuse management plays an intermediary role between leaders following anti-prototype and employee advice behavior. The leaders follow the anti-archetype has a significant positive impact on abusive management, and abusive management has a significant negative impact on employee advice behavior. At the end of this study, the whole research is summarized, and the enlightenment and prospect of future research are put forward.
【學位授予單位】：廣州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：B848.4
[Abstract]:Implicit follow has been paid more and more attention as the frontier of organizational behavior research at home and abroad in recent years, but there are few empirical studies. Therefore, this study explores the content and structure of local implicit follow, and introduces it into the real organization to explore the influence of implicit leadership on the behavior of employee advice, so as to enrich the implicit follow system. To provide theoretical guidance for the practice of organizational management. First of all, based on the analysis of relevant literature at home and abroad, combined with the open questionnaire to collect the items of implicit follow-up scale, explore the individual implicit follow structure, and strictly follow the psychological standardized scale development process, exploratory factor analysis. Then, by using correlation analysis, the self-made implicit follow scale was compared with that developed by Sy (2010) in foreign countries to test the calibration validity of the questionnaire. T test and ANOVA were used to analyze the implicit follow demography. Finally, the leader-follower pair was selected as the research object, and the correlation analysis was used. Regression analysis and structural equation model are used to explore the influence of implicit follower (including following archetype and following anti-archetype) on employee's speech behavior and its mechanism. The results show that: (1) the content structure of implicit follower includes four first-order factors (dimensions), which are ideal task, good citizen, passive and destructive behavior, and then form second order factor, which includes ideal task. Good citizen), follow the anti-archetype (including passive idling, destructive behavior). (2) self-compiled implicit follow scale and foreign Sy (2010) developed implicit follow scale correlation. Among them, the following prototype items of self-made IFTs scale were correlated with those of Sy's IFTs scale, but negatively correlated with the following anti-archetypal IFTs. (3) implicit pursuit and its dimensions were found in age, length of service. There are differences in demographic characteristics such as positions. (4) implicit leadership follow has a significant predictive effect on employee advice behavior. The leader's following archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice, promoting advice), and the leader's following anti-archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice). (5) leadership support plays an intermediary role between the leader following the prototype and the employee's advocacy behavior. Leaders follow archetypes have a significant positive impact on leadership support, and leadership support has a significant positive impact on employee advice behavior. (6) abuse management plays an intermediary role between leaders following anti-prototype and employee advice behavior. The leaders follow the anti-archetype has a significant positive impact on abusive management, and abusive management has a significant negative impact on employee advice behavior. At the end of this study, the whole research is summarized, and the enlightenment and prospect of future research are put forward.
【學位授予單位】：廣州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：B848.4
【參考文獻】
相關(guān)期刊論文 前10條
1 彭堅;冉雅璇;康勇軍;韓雪亮;;事必躬親還是權(quán)力共享?——內(nèi)隱追隨理論視角下領(lǐng)導者授權(quán)行為研究[J];心理科學;2016年05期
2 孔茗;錢小軍;;被領(lǐng)導者“看好”的員工其行為也一定好嗎?——內(nèi)隱追隨對員工行為的影響[J];心理學報;2015年09期
3 彭堅;王霄;;追隨力認知圖式:概念解析與整合模型[J];心理科學;2015年04期
4 楊紅玲;彭堅;;內(nèi)隱追隨理論研究述評[J];外國經(jīng)濟與管理;2015年03期
5 申傳剛;馬紅宇;楊t，
本文編號：2277935
本文鏈接：http://www.lk138.cn/shekelunwen/xinlixingwei/2277935.html
最近更新
教材專著
