挑战性工作要求对变革型领导的“替代”：科研人员敬业度作用的间接调节模型

doi:10.6049/kjjbydc.2016100638

科技进步与对策

2017, Vol. 34

Issue (7): 88-93 DOI: 10.6049/kjjbydc.2016100638

企业创新管理

本期目录 | 过刊浏览 | 高级检索

挑战性工作要求对变革型领导的“替代”：科研人员敬业度作用的间接调节模型

杨红明^1,2

1.广东财经大学工商管理学院；2.广东财经大学区域创新管理研究中心，广东广州 510000

Challenge Job Demand's Substitution Effect on Transformational Leadership: the Indirect Moderating Model of Researchers' Work Engagement

Yang Hongming^1,2

1.College of Business Administration, Guangdong University of Finance and Economics;2.Regional Innovation Management Research Center, Guangdong University of Finance and Economics, Guangzhou 510000, China

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摘要通过问卷法对186名科研人员进行调查，采用多元回归方法分析变革型领导和挑战性工作要求对敬业度的作用，考察后者的“领导替代”效应，并以内在动机为中介变量，构建挑战性工作要求的调节作用模型，阐明“领导替代”的作用路径。研究发现，变革型领导和挑战性工作要求均对敬业度具有促进作用，挑战性工作要求负向调节变革型领导与敬业度的关系。以内在动机为中介，挑战性工作要求通过负向调节内在动机与敬业度间关系实现对变革型领导与敬业度的调节，属于间接调节。此外，内在动机在变革型领导与敬业度间具有完全中介作用。最后，提出了针对科研人员的管理建议，以期拓展和丰富现有研究成果。

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	杨红明

关键词 ：变革型领导, 敬业度, 挑战性工作要求, 内在动机

收稿日期: 2016-12-13

ZTFLH:

F272.91

基金资助:教育部人文社会科学青年项目（14YJC630159）

通讯作者: 杨红明

作者简介: 杨红明（1979-），女，辽宁大连人，博士，广东财经大学工商管理学院讲师，博士后，研究方向为人力资源管理、组织行为学。

引用本文:

杨红明. 挑战性工作要求对变革型领导的“替代”：科研人员敬业度作用的间接调节模型[J]. 科技进步与对策, 2017, 34(7): 88-93.
Yang Hongming. Challenge Job Demand's Substitution Effect on Transformational Leadership: the Indirect Moderating Model of Researchers' Work Engagement. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2017, 34(7): 88-93.

链接本文:

http://www.kjjb.org/CN/10.6049/kjjbydc.2016100638 或 http://www.kjjb.org/CN/Y2017/V34/I7/88

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