摘要
组织对外部环境的适应以及优势地位的获取依赖员工的主动变革行为,而员工在工作场所中普遍感知的工作压力源对主动变革行为的影响还不明确。对355组领导-下属配对样本进行两阶段问卷调查后发现:挑战性压力源提升个体的心理可得性进而促进主动变革行为,阻碍性压力源降低心理可得性进而抑制主动变革行为;教练型领导加强挑战性压力源对心理可得性的正向影响并进一步激发主动变革行为。鉴于此,组织可以适当提升员工的挑战性压力源,同时削弱阻碍性压力源,为承担挑战性任务的员工配备教练型风格的领导,有助于强化员工的工作动机,提高主动变革的积极性。
Organizational adaptation to the external environment and access to dominant positions depend on employees'active change behavior,and the impact of the commonly perceived work stressors of employees on the active change behavior in the workplace is still unclear.Based on a two-stage questionnaire survey that includes 355 groups of supervisor-subordinate paired sample,we find that challenging stressors enhance individual psychological availability and thus promote active change behavior,obstructive stressors reduce psychological availability and then inhibit active change behavior;coaching leadership reinforces the positive impact of challenging stressors on psychological availability and further stimulates active change behaviors.In view of this,organizations can appropriately enhance employees'challenge stressors and weaken obstructive stressors,and equip employees who undertake challenging tasks with coaching leaders,which can help strengthen employees'work motivation and stimulate active change.
出处
《企业经济》
北大核心
2022年第8期101-111,共11页
Enterprise Economy
基金
国家自然科学基金面上项目“中国跨国公司外派员工多目标主动行为研究——挑战性-阻碍性压力视角”(项目编号:71772133)。
关键词
挑战性-阻碍性压力源
心理可得性
教练型领导
主动变革行为
challenging-obstructive stressors
psychological availability
coaching leadership
active change behavior
