摘要
通过对我国26个省市企事业单位员工的问卷调查,探讨了CPM领导行为模式对员工利他行为和工作投入的影响途径。采用潜变量路径分析的方法,对两个阶段的模型进行检验和比较,结果表明:(1)C因素和M因素通过信任上司的完全中介作用影响利他行为和工作投入,而P因素则通过信任上司的部分中介作用对它们产生影响。(2)信任上司通过情感承诺的完全中介作用影响工作投入,通过情感承诺的部分中介作用影响员工的利他行为。
Leadership has increasingly attracted the attention of researchers in different fields. Though researchers have carried out a large number of empirical studies, people still do not have an adequate understanding of the mechanisms of leadership. The effectiveness of leadership theory is based on certain cultural contexts. With traditional culture and modern culture integrated, people are more involved in the quest of what kinds of leadership will be more efficient, and how leadership functions in Chinese culture. In 1980s, Ling Wenquan put forward the CPM leadership theory, which reflects typical Chinese characteristics and provides a theoretical framework to understand the leadership effectiveness in Chinese organizations. But the function of CPM leadership has never been studied empirically.. Hence, the purpose of this study was to discuss the mechanisms in which CPM leadership affects employees＇ attitude and behavior, especially on employees＇ altruism and job involvement.
A questionnaire that included the CPM leadership scale, trust in supervisor, affective commitment, job involvement and altruism was employed as the tool in this study. A total of 602 valid samples were collected from enterprises and institutions of more than 26 provinces and cities in China. The data were analyzed with SPSS 15.0 and AMOS 7. 0. Cronbach＇s alpha coefficients indicated acceptable measurement reliabilities, and confirmatory factor analysis showed that the discriminated validity of the measurement was also satisfactory. The procedure of testing mediators proposed by Baron and Kendy （ 1986 ） was employed to examine the relations between variables.
Path analysis was used to examine the hypotheses. Alternative nested models were established and compared with the hypothesized model in two stages. In the first stage, we tested the hypothesis that trust in supervisors mediated the relationship between CPM leadership and employees＇ job involvement and altruism. In order to get a stringent examination of our hypothesis, two alternative nested models were constructed and compared with the hypothesized model. The results indicated that CPM leadership had a positive effect on al truism and job involvement, C and M were fully mediated by trust in supervisors, while P was partially mediated by trust in supervisors. Through comparison and simplification in the first stage, we found that model 4 is superior to the hypothesized model. So the following analyses were based on model 4. In the second stage of data analysis, we examined the mediating role of affective commitment in the process of trust in supervisors and how it impacted employees＇ job involvement and altruism. Following the same logic used in the first stage, four nested alternative models were established for comparisons. It was revealed that affective commitment had a fully mediating effect on the relation between trust in supervisors and job involvement, and a partial mediating effect on the relation between trust in supervisors and altruism.
出处
《心理科学》
CSSCI
CSCD
北大核心
2012年第6期1459-1465,共7页
Journal of Psychological Science
基金
国家自然科学基金项目(70871053)
国家自然科学基金项目(71171096)的资助
作者简介
通讯作者：凌文辁。E-mail：tlwq@jnu．edu．cn
