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文献回顾发现几乎所有采用中国样本的心理授权研究中,影响力(心理授权维度)与积极结果变量之间都没有正关联,与西方研究中影响力的积极效用形成了明显对比。结合权力距离理论和心理授权理论提出中国高权力距离文化易于使员工影响力遭受组织社会政治系统的排斥,进而,在员工知觉到这种排斥的情况下将产生消极影响。在两个样本的研究中,以离职意向和工作倦怠为结果变量,LMX和领导绩效评价为调节变量。结果如理论预期,影响力并不能产生降低离职意向和工作倦怠的积极效应,反而在调节变量的低水平上表现出消极作用。研究在说明影响力因子的效应与西方不同的同时,更说明了表达影响力的员工不易为管理者所接纳在中国具有普遍性,从而为追求高水平授权的企业克服传统文化因素的阻碍提供了启示。
Literature review found that in almost all psychological authorization studies using Chinese samples, there was no positive correlation between influence (psychological empowerment dimension) and positive outcome variables, in sharp contrast with the positive utility of influence in Western studies. Combining the theory of distance of power and the theory of psychological empowerment, it is suggested that culture with high power distance in China is vulnerable to the exclusion of employees ’influence from the socio-political system of the organization. In turn, employees’ perception of such exclusion will have a negative impact. In the two sample studies, LMX and leadership performance were used as the adjusting variables based on the turnover intention and job burnout. The result, as the theory predicts, does not have the positive effect of reducing the intention of leaving and the job burnout. On the contrary, it shows a negative effect on the low level of adjusting variables. While explaining that the effects of influence factors are different from those in the west, the study also shows that employees who express their influence are not easily offered to the managers who are not universally accepted in China, thus hindering the traditional cultural factors from pursuing a high level of authorization Inspiration.