文献类型：期刊文献

中文题名：授权型领导-员工授权感知匹配对任务绩效的影响机制

英文题名：Influence Mechanism of Empowering Leadership-employee Empowering Perception Matching on Task Performance

作者：王永伟[1];王嘉豪[1];耿森[1];武卫杰[1]

第一作者：王永伟

机构：[1]河南财经政法大学工商管理学院,郑州450046

第一机构：河南财经政法大学工商管理学院

年份：2024

卷号：43

期号：5

起止页码：95-106

中文期刊名：技术经济

外文期刊名：Journal of Technology Economics

收录：CSTPCD;;北大核心:【北大核心2023】；

基金：国家自然科学基金地区项目“‘互联网’背景下职场员工数字化创造力:结构、多层次成因以及对员工职场行为与态度的效用机制”(72162032);教育部人文社会科学研究规划基金资助项目“科技型中小企业员工越轨创新行为的前因与后果:一项追踪的研究”(22YJA630094);河南省哲学社会科学项目“河南省‘专精特新’企业越轨创新前因及后果研究”(2022BJJ021)。

语种：中文

中文关键词：授权型领导;员工授权感知;领导-成员交换关系;工作场所地位;任务绩效

外文关键词：empowering leadership;employee empowering perception;leader-member exchange relationship;workplace status;task performance

摘要：基于领导-成员交换理论,从领导-员工匹配视角出发,探讨了授权型领导-员工授权感知匹配与任务绩效的关系。采用多项式回归、响应面分析和块变量分析方法,对261份领导和下属的配对数据进行分析。研究结果表明:授权型领导与员工授权感知越匹配,下属的任务绩效越高;在一致性匹配情况下,相比于“低授权型领导-低员工授权感知”高授权型领导-高员工授权感知下的员工任务绩效更高;在不一致性匹配情况下,相比于“低授权型领导-高员工授权感知”“高授权型领导-低员工授权感知”下的员工任务绩效更高;领导-成员交换关系在授权型领导-员工授权感知评价匹配对任务绩效的影响中起部分中介作用;工作场所地位调节了领导-成员交换关系与任务绩效间的关系。本文从匹配视角出发揭示了领导授权效果异质性的原因,丰富了匹配研究在授权型领导效能发挥中的应用,为授权型领导相关研究提供了更加全面的视角。
The relationship between empowering leader-employee perception matching and task performance is explored from the perspective of leader-employee matching,grounded in the leader-member exchange theory.A total of 261 pairs of leader-subordinate matching data were analyzed through the application of polynomial regression,response surface analysis,and block variable analysis.The results indicate that a closer alignment between empowering leadership and employees'perception of empowering positively correlates with subordinate task performance.Specifically,in cases of consistent matching,the combination of high empowering leadership and high employee empowering perception leads to superior task performance,compared to scenarios that both of them are low.Conversely,in cases of inconsistent matching,a mismatch where high empowering leadership is paired with low employee empowering perception results in higher task performance.The leader-member exchange relationship plays a partial mediating role in the influence of the matching of empowering leader-employee empowering perception on task performance.Additionally,workplace status is found to moderate the relationship between LMX and task performance.Insights into the reasons for heterogeneity in leadership empowerment effects are gained from a matching perspective.Matching research is enriched in the context of empowering leadership effectiveness and a more comprehensive perspective is provided for future research on empowering leadership.