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领导风格、自我调节疲劳与工作满意度的关系研究
其他题名Research on the relationship among leadership styles, self-regulatory fatigue and job satisfaction
王佳
学位类型硕士
导师高文斌
2016-04
学位授予单位中国科学院研究生院
学位授予地点北京
学位专业应用心理学
关键词领导风格 工作满意度 自我调节疲劳 中介作用 横断面研究
摘要领导风格作为组织管理中的一个重要要素,受到了研究者们的广泛关注与重视。研究者们在不同的研究领域均进行了有关领导风格与工作满意度的研究,并在大多数研究中,认为领导风格与工作满意度关系较为密切。同时,也有研究表明自我调节疲劳在组织管理中具有一定的影响作用。因此,本研究旨在探寻领导风格对工作满意度的影响,以及自我调节疲劳在领导风格对工作满意度影响过程中的作用性质。
本研究采用整群抽样的方法,选取北京某国有企业集团35 岁以下管理岗位青年员工共723人为研究对象,对其进行结构化的问卷调查。在问卷设计、施测与回收过程中,对共同方法偏差进行程序控制。对数据进行统一整理后,通过SPSS 19.0 进行统计分析。
研究结果显示,国企青年员工的领导风格定规和关怀两个维度在性别、年龄以及学历上均不存在显著差异;自我调节疲劳在性别与年龄上不存在显著差异,相比本科及以上学历,专科及以下学历的青年员工自我调节疲劳程度更高;就工作满意度来看,31岁及以上的青年员工较30岁及以下的工作满意度更高(t= -3.246, P<0.01),在性别与学历上差异无统计学意义。工作满意度与领导风格呈正相关(r 定规= 0.210,r 关怀 = 0.272),与自我调节疲劳呈负相关(r= -0.333) 。领导风格定规维度(β= 0.227,t= 2.659, P< 0.01) 、关怀维度(β=0.270, t=5.035,P<0.01),均对工作满意度具有正向预测作用(R2=0.098) 。自我调节疲劳在领导风格预测工作满意度的过程中起到了部分中介作用, 在关怀维度的领导风格预测工作满意度时,起到的中介作用强度更大(ab/c 关怀=0.317,ab/c 定规=0.268) 。 在自我调节疲劳程度较高条件下, 关怀维度的领导风格对工作满意度的影响更大(β= 0.266,t= 4.929,P<0.01);定规维度的领导风格对工作满意度的预测作用则受到了性别的影响( t= -5.154, P<0.01)。  
通过以上结果,本研究得到如下结论:
① 领导风格、自我调节疲劳、工作满意度这三者之间具有显著的两两相关关系。工作满意度与领导风格定规维度和关怀维度均具有显著的正相关关系,工作满意度与自我调节疲劳具有显著的负相关关系;领导风格定规和关怀两个维度均与自我调节疲劳呈现显著的负相关关系。
② 领导风格、自我调节疲劳、工作满意度之间具有相互的预测作用。领导风格关怀维度和定规维度对工作满意度均具有显著的正向预测作用;领导风格定规与关怀两个维度均对自我调节疲劳具有显著的负向预测作用;自我调节疲劳对工作满意度具有显著的负向预测作用。
③ 自我调节疲劳在领导风格定规和关怀两个维度影响工作满意度的过程中均起到中介作用。
④ 在定规领导风格影响工作满意度的过程中,存在着性别差异。感受到较高定规领导风格的男性被试,其工作满意度显著高于感受到较低定规领导风格的男性被试;而感受到不同定规领导风格的女性被试,其工作满意度没有显著差异。
其他摘要Leadership style has been widely concerned and valued by researchers as an important element in organizational management. The researchers conducted a study on the relationship between leadership style and job satisfaction in different research fields, and in most studies, the leadership style and job satisfaction is closely related. Simultaneously, also some studies have indicated that the self-regulatory fatigue (SRF) has certain influence in the organization management.
The study was to explore the effect of leadership styles on job satisfaction and to learn how the process of self-regulatory fatigue mediates the effect of leadership styles on job satisfaction.
Questionnaire among 723 participants who are full time young clerks under the age of 35 from a state owned business enterprise group in Beijing. Adopt the method of cluster sampling and questionnaire investigation, and statistical analysis by SPSS 19.0. Program control of common method biases, In the process of questionnaire design, survey and recovery.
Research results show,  there were no significant differences in gender, age and educational level in young workers’ leadership style of the two dimensions of initiating structure and consideration. College degree and below young workers’ self-regulatory fatigue was higher than bachelor degree and higher young workers, and there was no significant difference in gender and age. 31 years old and above young workers’ job satisfaction were higher than 30 years old and under( t= -3.246, P<0.01), and there was no significant difference in gender and education. Job satisfaction was significantly positively correlated with leadership style ( r  init iat ing st ructure = 0.210, r considerat ion = 0.272), and was significantly negatively correlated with self-regulatory fatigue ( r= -0.333). Two dimensions of leadership style,  initiating structure (β= 0.227, t= 2.659, P<0.01) and consideration (β= 0.270, t= 5.035, P<0.01),had the predicted effects of job satisfaction ( R2
= 0.098). Meanwhile, self-regulatory fatigue was mediator between leadership styles and job satisfaction, and the consideration dimension of leadership style had more mediation effect on job satisfaction than that of initiating structure dimension of leadership style (ab/c considerat ion=0.317,ab/c  init iating st ructure=0.268). In addition, consideration dimension of leadership style had more influence on job satisfaction at the high level of self-regulatory fatigue ( β= 0.266, t= 4.929, P<0.001); the effect of initiating structure dimension on job satisfaction was influenced by gender ( t= -5.154, P<0.01).
From the above results, the conclusion  of this study were as follows:
1)  Leadership style, self-regulatory fatigue, job satisfaction of the three have a mutual relationship between the two two. Job satisfaction and initiating structure and consideration dimensions of leadership style have significant positive relationship, job satisfaction and self-regulatory fatigue has significant negative correlation; initiating structure and consideration dimensions of leadership style and self-regulatory fatigue showed a significant negative correlation.
2)  Leadership style, self-regulatory fatigue, job satisfaction has a predictive effect on each other. Initiating structure and consideration dimensions of leadership style has a significant positive predictive effect on job satisfaction; and has a significant negative predictive effect on self-regulatory fatigue; self-regulatory fatigue has a significant negative predictive effect on job
satisfaction.
3)  Self-regulatory fatigue were mediator between two dimensions of leadership styles, initiating structure and consideration, and job satisfaction.
4)  The effect of initiating structure on job satisfaction was also influenced by gender.
学科领域应用心理学
语种中文
文献类型学位论文
条目标识符http://ir.psych.ac.cn/handle/311026/19848
专题社会与工程心理学研究室
作者单位中国科学院心理研究所
推荐引用方式
GB/T 7714
王佳. 领导风格、自我调节疲劳与工作满意度的关系研究[D]. 北京. 中国科学院研究生院,2016.
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