摘要
基于183项实证研究,采用元分析法综合考察了领导授权赋能与领导有效性的关系,包括个体工作态度与绩效(145个样本,50509名员工)、团队绩效(47个样本,4856个团队)和组织绩效(9个样本,1090家企业)。结果表明:领导授权赋能与工作满意度、组织承诺和主观幸福感显著正相关,与离职倾向、倦怠&压力显著负相关,与个体(团队)绩效及其各维度显著正相关,与反生产行为显著负相关,但与组织绩效的正向关系不显著。其中,主观幸福感、团队绩效、团队任务绩效的样本文献可能存在出版偏倚,其元分析结果很可能被高估。在东西方差异上,领导授权赋能与个体(团队)绩效、个体(团队)任务绩效的相关性均属东亚样本更强、欧美样本更弱,而与个体(团队)创新绩效、个体(团队)关系绩效之间无显著差异。然而,团队创新绩效的欧美样本和团队关系绩效的东亚样本仅1份,故其东西方比较结果可能存在不稳定及不可靠性。此外,领导授权赋能的量表、数据类型显著调节了领导授权赋能与个体绩效的关系,行业类型的调节效应不显著。研究结果为领导授权赋能与领导有效性的研究给出了新的阶段性定论。
Meta-analysis review was adopted to investigate the relationship between empowering leadership and leadership effectiveness.This paper was on the basis of 183 empirical studies including individual work attitudes and performance(145 samples,50509 employees),team performance(47 samples,4856 teams)and organizational performance(9 samples,1090 companies).The results showed that empowering leadership was positively correlated with job satisfaction,organizational commitment and subjective well-being,while negatively correlated with turnover intention,burnout&stress.Moreover,empowering leadership was positively correlated with individual performance,team performance and their various dimensions,and negatively correlated with counterproductive behavior,but has no significantly positive relationship with organizational performance.However,there might be publication bias in the sample literature of subjective well-being,team performance and team task performance,so that the results of these variables are likely to be overestimated.In terms of the differences between the Eastern context and the Western context,the correlation between empowering leadership and individual performance,individual task performance,team performance and team task performance are stronger in the East Asian sample and weaker in the European and American sample,but there was no significant difference in the correlation between empowering leadership and individual innovation performance,individual contextual performance,team innovation performance and team contextual performance.In addition,the measurement of empowering leadership and data types also significantly moderated the relationship between empowering leadership and individual performance,while the moderating effect of industry type is insignificant.The results of present research shed a new light on the research on the relationship between empowering leadership and leadership effectiveness.
作者
张建平
林澍倩
刘善仕
张亚
李焕荣
ZHANG Jianping;LIN Shuqian;LIU Shanshi;ZHANG Ya;LI Huanrong(School of Business Administration,Guangdong University of Finance,Guangzhou 510521,China;School of Business Administration,South China University of Technology,Guangzhou 510641,China;School of Fine Arts and Design,Lingnan Normal University,Zhanjiang,524048,China;MBA School,Guangdong University of Finance&Economics,Guangzhou 510320,China)
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2021年第9期1576-1598,共23页
Advances in Psychological Science
基金
国家自然科学基金资助项目(71772067,71832003,72002072)
教育部人文社科青年基金资助项目(19YJC630106)。
关键词
领导授权赋能
领导有效性
元分析
调节效应
empowering leadership
leadership effectiveness
meta-analysis
moderating effect
