摘要
研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工满意度与组织承诺。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺。
Accumulating evidence suggests that transformational leadership is positively associated with such leadership effectiveness as job satisfaction, organizational commitment, job performance, and OCB. However few studies have examined relations between the components of transformational leadership and different work outcomes. Also the mechanisms and processes by which transformational leadership exerts its influence have not been adequately addressed in the literature. More work is also needed to examine constructs that may mediate the linkage between transformational leadership and work outcomes. As proposed by Vandeenberghe （ 1999）, psychological empowerment may be a powerful mediator of transformational leadership effects. In the present study, we explored the relations among different components of transformational leadership and job satisfaction and organizational commitment in a Chinese context. We also examined the contribution of each of the four dimensions of Thomas and Vehhouse＇s （1990） multidimensional conceptualization of psychological empowerment in mediating the relation between transformational leadership and job satisfaction, and organizational commitment. The following measures were administered to a sample of 744 employees from 14 companies： The Transformational Leadership Questionnaire （TLQ） developed by Li and Shi （2005） ; the Psychological Empowerment Scale （PES） developed by Spreitzer （1995） ; the Job Satisfaction Scale developed by Tsui, Egan and OReilly Ⅲ （1992）, and the Affective Commitment Scale developed by Allen and Meyer （1996）. All scales were subjected to reliability analysis and factor analysis before data analysis. Internal consistency reliability estimates ranged from 0.69 to 0.89, suggesting adequate reliability. Confirmatory factor analysis （CFA） results supported the four-dimension structure （ morale modeling, visionary motivating, charisma and individualized consideration） of the TLQ. CFA results also confirmed the four-dimension （ meaning, competence, self-determination and impact） structure of the PES. Finally, exploratory factor analysis extracted one factor from the job satisfaction items and a single factor was also extracted from the affective commitment items.
Structure equations modeling （SEM） was used to explore the relations among transformational leadership, psychological empowerment, job satisfaction and organizational commitment using the model generation strategy described by Joereskog ＆ Soerbom （1996）. The data were randomly split into two parts. One part was submitted to an exploratory SEM and the other part was submitted to a confirmatory SEM. The exploratory SEM began with a fully-mediated model in which the components of psychological empowerment fully mediated the relations between the components of transformational leadership and job satisfaction and organizational commitment. Some meaningful adjustment was made according to the modification index （MI） generated by AMOS 4.0 until a statistically acceptable model was derived. This model was then submitted to a confirmatory SEM which yielded satisfactory goodness of fit statistics, including χ^2/df, GFI, NFI, IFI, TLI, and CFI.
The results showed that different components of transformational leadership had different impact on job satisfaction and organizational commitment. Specifically, morale modeling and visionary motivating were powerful predictors of job satisfaction and organizational commitment, respectively; charisma and individualized consideration were robust predictors of job satisfaction but not of organizational commitment. To some extent, psychological empowerment mediated the relation between transformational leadership and employee work attitude. Specifically, meaning mediated the relation between visionary motivation and job satisfaction as well as organizational commitment. Meaning also mediated the relation between moral modeling and job satisfaction and organizational commitment. Similarly, competence mediated the relation between visionary motivation and organizational commitment. However, neither self-determination nor impact mediated the relation between components of transformational leadership and job satisfaction or organizational commitment. And non-component of psychological empowerment mediated the relation between charisma and individualized consideration and job satisfaction. Limitations and future research directions are discussed.
出处
《心理学报》
CSSCI
CSCD
北大核心
2006年第2期297-307,共11页
Acta Psychologica Sinica
基金
国家自然科学基金资助项目(70471060
70502022)
关键词
变革型领导问卷
心理授权
员工满意度
组织承诺
交叉验证
transformational leadership questionnaire, job satisfaction, organizational commitment, crossvalidation, TLQ
