社会与工程心理学研究室知识库

本研究采用典型小组讨论、问卷调查等方法探讨了企业管理者管理自我效能感的内部结构，以及与后果性变量和前因性变量的关系。在数据处理方面，采用了回归分析、相关分析、探索性因素分析以及结构方程模型中的验证性因素分析和潜变量路径分析等统计方法。前后共调查了600多名企业管理者。
整个研究主要由4部分组成:
(1)探讨了企业管理者管理自我效能感的内部结构，建构了中国企业管理者管理自我效能感量表。遵循自我效能感量表建构的原则，在深入分析企业管理者核心工作任务的基础上，建构了企业管理者管理自我效能感量表，并提出了管理自我效能感的6维结构模型，即员工管理自我效能感、人际协调自我效能感、信息处理自我效能感、计划自我效能感、问题解决自我效能感和监控自我效能感。管理自我效能感量表的一致性系数和折半信度系数分别为.9,和.84,而且具有较好的区分效度和预测效度。
(2)分析了管理自我效能感与一些后果性变量的关系。研究发现:管理自我效能感高的管理者与管理自我效能感低的管理者相比，具有较好的管理效果、较强的创新意识，对工作有较高的满意度和卷入度，职业紧张程度较低;管理自我效能感对后果性变量的预测效果明显好于一般自我效能感。
(3)探讨了不同层级管理者、不同部门管理者的管理自我效能感组型结构，即不同职位的胜任管理者在管理自我效能感6个维度上的典型表现形式。
(4)分析了影响企业管理自我效能感的一些前因性变量。前业绩、管理培训、上司反馈方式、一般自我效能感，以及人口学特征变量中的性别、管理层级、所在企业的类型等变量对管理者的管理自我效能感有显著影响，而能力观或目标定向、内外控，以及人口学特征变量中的年龄、资历、受教育程度等变量则没有显著影响。

The purposes of research were to investigate the structure of managerial self-efficacy(MSE)，and develop a reliable and valid MSE scale for Chines enterprise managers, as well as study the antecedents and consequences of MSE. For these purposes, some standard research methods, such as focus-group, semi-open questionnaire, and standard questionnaire etc., were employed. Regression analysis, GLM (general linear model), correlation analysis, exploratory factor analysis, confirmatory factor analysis and latent variable path analysis of SEM(structure equation model) were also used for data analysis. More than 600 Chinese enterprise managers were surveyed.
Main conclusions were drawn as following,
First，analyses of reliability and validity of the new instrument indicate that the MSE scale is a reliable and valid instrument composed of 6 factors: supervision self. efficacy, harmonizing self-efficacy, information handling self efficacy, planning self-efficacy, problem-solving self-efficacy and monitoring self-efficacy.
Second, MSE was positively correlated with manager's management effectiveness,management innovation, job satisfaction, job involvement and negatively correlated with manager's occupational stress. MSE wasn't found to have a moderation effects on the relationship between sources of stress and occupation stress. Although GSE(general self-efficacy) was found .to have a positive correlation with manager's management effectiveness, the correlation coefficient was lower than that of between MSE and management effectiveness. The result also revealed that MSE mediated the relationship between GSE and management effectiveness as well as job satisfaction.
Third, the results revealed that 6 factors of MSE weren't same important to managers in different positions. The patterns of MSE for these managers were different. In order to be competent, they should have high self-efficacy on some factors which are more important to them.
Finally, some antecedent variables, such as past work performance, feedback from upper leaders, training, sex, management position and types of organization etc., were found to have significant effects on MSE.