摘要
通过构建有调节的中介模型,本研究揭示了悖论型领导'如何'影响员工工作投入以及影响在'何时'更弱或更强。通过收集3个时点的员工数据,研究发现:悖论型领导正向影响员工的工作投入;心理授权部分中介了悖论型领导对工作投入的影响;工作复杂性调节了悖论型领导对员工心理授权的影响,还调节了心理授权在悖论型领导与工作投入之间的中介作用。
As organizational environments become increasingly turbulent and complex,there is need to focus on leadership effectiveness in addressing intensified paradoxical demands.Paradoxical leadership in people management,referring to seemingly competing,yet interrelated behaviors to meet structural and follower demands simultaneously and over time,includes five dimensions:(1)Combining self-centeredness with other-centeredness;(2)Maintaining both distance and closeness;(3)Treating subordinates uniformly,while allowing individualization;(4)Enforcing work requirements,while allowing flexibility;(5)Maintaining decision control,while allowing autonomy(Zhang et al.,2015).Because the construct and the measurement of paradoxical leadership have been proposed recently,several studies in China have tested whether and how paradoxical leadership affects team innovation,and current research has not yet focused on the influence of paradoxical leadership on follower work engagement and the mechanism underlying the relationship between paradoxical leadership and work engagement.The aim of this study is to investigate'how'paradoxical leadership influences employee work engagement,and to find out'when'this influence is stronger or weaker in Chinese workplace.Drawing on the individual level,therefore,this study examined the effect of paradoxical leadership on employee work engagement and tested the mediating role of psychological empowerment as well as the moderating role of job complexity playing in the linkages between paradoxical leadership and follower work engagement.The present study tested the hypotheses using a sample of 320 employees from three state-owned enterprises in Tianjin across various sectors and collected data at three times.Established measures with high reliability and validity were used to capture the key variables.Hierarchical regression analysis was mainly conducted for data analysis.Consistent with hypotheses,it was found that:(1)Paradoxical leadership was positively related to follower work engagement;(2)Psychological empowerment played a partial mediating role in the relationship between paradoxical leadership and work engagement;(3)Job complexity positively moderated the relationship between paradoxical leadership and psychological empowerment.When job complexity was high,paradoxical leadership was more positively related to psychological empowerment.(4)Job complexity positively moderated the mediating role of psychological empowerment in the relationship between paradoxical leadership and work engagement.Specifically,when job complexity was high,psychological empowerment mediated the relationship between paradoxical leadership and work engagement;when job complexity was low,however,the mediating effect was not significant.In conclusion,by investigating the effect of paradoxical leadership on follower work engagement and the mechanism and moderating condition in the process,our study extended the current literature in three ways.First,we examined the influence of paradoxical leadership on follower work engagement,extending the research scope of paradoxical leadership study.Furthermore,we found that the mediating role of psychological empowerment in the relationship between paradoxical leadership and psychological empowerment,providing extra knowledge to understand the mechanism in paradoxical leadership effectiveness.Finally,this study helped to understand the moderation condition of the paradoxical leadership effectiveness through job complexity,which induced the different levels of psychological empowerment indirectly affecting the relationship between paradoxical leadership and work engagement.The conclusion of the study has important reference value for enhancement of employee work engagement for enterprise leaders.
作者
杨柳
Yang Liu(School of Management,Tianjin Normal University,Tianjin,300387)
出处
《心理科学》
CSSCI
CSCD
北大核心
2019年第3期646-652,共7页
Journal of Psychological Science
基金
国家自然科学基金项目(71472136,71502128)
天津市哲学社会科学研究规划项目(TJGLQN18-016)
天津师范大学博士基金项目(043-135202ww1729)
“国家留学基金”的资助
关键词
悖论型领导
工作投入
心理授权
工作复杂性
paradoxical leadership
work engagement
psychological empowerment
job complexity
