组织变革领导力的概念模型及其效能机制研究
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摘要
随着当今世界经济发展的全球化和我国经济体制改革的不断深入,企业越来越多地需要通过组织变革来获得更好更快的发展。而在组织变革的过程中,领导者的角色显得尤为重要,甚至可以直接影响到组织变革的成败。因此,组织变革中的领导者成为许多学者关注的焦点,变革领导力则是其中之一。
现行的变革领导研究多为个体水平的领导风格研究,虽然已经有学者开始关心组织水平的领导力,但进展有限。同时,也很少有研究考虑到变革领导力在组织变革进程中的效能机制。在这样的研究背景下,本文提出组织水平的变革领导力构思,认为变革领导力是引领和推动变革的组织胜任力,它会随着组织变革进程的不同,对组织绩效产生不同的作用机制。
本文从ASD成长模型的角度,研究了组织变革背景中的变革领导力多维度构思及其效能机制。研究主要包括以下几个部分:
研究一为组织变革领导力的概念开发研究,在文献总结的基础上,使用访谈研究的方法,通过扎根理论的分析技术,对变革领导力的四个维度进行了提炼,初步验证了变革领导力的多维构思。
研究二为组织变革领导力多维构思模型的验证研究。研究在变革领导力问卷编制和修订的基础上,通过探索性因素分析和验证性因素分析的方法,验证了变革领导力的愿景驱动能力、创造突破能力、架构创新能力和文化塑造能力的四维度构思。并通过情景判断测验的方法,对这一维度构思进行了交叉验证,为后续的关系和机制研究奠定了基础。
研究三从多角度搜集数据,并对个体水平的数据进行了整合,从组织层面对变革领导力与绩效问的关系进行了研究。研究使用了多元方差分析和多元回归分析等统计方法,对组织变革的不同阶段,变革领导力与组织绩效问的关系模式进行了比较并发现了差异,验证了组织变革阶段在变革领导力与组织绩效间的缓冲作用。通过中介效应的检验,研究还发现下属感知领导力在变革领导力与组织绩效间的部分中介作用。研究从组织水平验证了变革领导力与组织绩效间的作用机制,为组织变革和管理实践提出了建议。
全文以ASD成长模型为基本的理论出发点,提出并验证了组织变革领导力的四维模型;检验了不同组织变革阶段下,变革领导力与组织绩效的不同作用模式;从内隐领导理论的视角,检验了下属感知领导力在变革领导力与组织绩效间的中介作用。
With the globalization of the world economy and the deepening of Chinese economic restructuring, more and more corporations need to develop better and faster through organizational change. Leadership is so important in the process of organizational change, or even has a direct impact on the success of the change. Therefore, organizational change leadership attracts attentions of many researchers.
Studies about change leadership before most remain at individual level, such as the focusing on the leadership style. Scholars concerning the organizational level of leadership made limited progress, and few pay attention to the effectiveness mechanism of change leadership through organizational change process. This paper proposed a concept of change leadership at the organizational level. It's believed that change leadership was organizational competence which could lead and drive the change process. It had different effects on the organizational performance at the different change stages.
The present studies developed the construct of change leadership and validated its impact on organizational performance with the perspective of Adaptation-Selection-Development (ASD) Growth Model. The studies incluled the following 3 sections:
Study 1 developed the conceptual construct of change leadership. The researcher conducted depth interviewing to seventeen leaders based on the literature reviewing. Multiple-dimension construct of change leadership were extracted by the analysis of grounded theory method.
Study 2 validated the construct of change leadership in study 1 by questionnaire. According to the data, exploratory factor analysis and confirmatory factor analysis results showed that the change leadership was a multiple-dimension construct which including vision driven, creation and breakthrough, structural innovation and culture building. This construct was cross-validated through situational judgement test, laying the foundation for the subsequent study of the relationship and mechanism.
Study 3 analyzed the relationship of change leadership and organizational performance by collecting data in multi-aspect and integrating data to organizational level. The results of multivariate analysis of variance and multiple regression analysis validated the moderating effect of the stage of organizational change on the relationship between change leadership and organizational performance. The mediating effect of subordinates' perceived leadership between change leadership and organizational performance was also validated. The effectiveness mechanism of change leadership at organization level was validated and put forward proposals for organizational change and management practice.
This paper proposed and validated the four dimension construct of change leadership based on the ASD growth model. Change leadership was found to have different effectiveness at different change stages. The mediating effect of subordinate's perceived leadership between change leadership and organazational performance was valided from the aspect of implicit leadership theory.
现行的变革领导研究多为个体水平的领导风格研究,虽然已经有学者开始关心组织水平的领导力,但进展有限。同时,也很少有研究考虑到变革领导力在组织变革进程中的效能机制。在这样的研究背景下,本文提出组织水平的变革领导力构思,认为变革领导力是引领和推动变革的组织胜任力,它会随着组织变革进程的不同,对组织绩效产生不同的作用机制。
本文从ASD成长模型的角度,研究了组织变革背景中的变革领导力多维度构思及其效能机制。研究主要包括以下几个部分:
研究一为组织变革领导力的概念开发研究,在文献总结的基础上,使用访谈研究的方法,通过扎根理论的分析技术,对变革领导力的四个维度进行了提炼,初步验证了变革领导力的多维构思。
研究二为组织变革领导力多维构思模型的验证研究。研究在变革领导力问卷编制和修订的基础上,通过探索性因素分析和验证性因素分析的方法,验证了变革领导力的愿景驱动能力、创造突破能力、架构创新能力和文化塑造能力的四维度构思。并通过情景判断测验的方法,对这一维度构思进行了交叉验证,为后续的关系和机制研究奠定了基础。
研究三从多角度搜集数据,并对个体水平的数据进行了整合,从组织层面对变革领导力与绩效问的关系进行了研究。研究使用了多元方差分析和多元回归分析等统计方法,对组织变革的不同阶段,变革领导力与组织绩效问的关系模式进行了比较并发现了差异,验证了组织变革阶段在变革领导力与组织绩效间的缓冲作用。通过中介效应的检验,研究还发现下属感知领导力在变革领导力与组织绩效间的部分中介作用。研究从组织水平验证了变革领导力与组织绩效间的作用机制,为组织变革和管理实践提出了建议。
全文以ASD成长模型为基本的理论出发点,提出并验证了组织变革领导力的四维模型;检验了不同组织变革阶段下,变革领导力与组织绩效的不同作用模式;从内隐领导理论的视角,检验了下属感知领导力在变革领导力与组织绩效间的中介作用。
With the globalization of the world economy and the deepening of Chinese economic restructuring, more and more corporations need to develop better and faster through organizational change. Leadership is so important in the process of organizational change, or even has a direct impact on the success of the change. Therefore, organizational change leadership attracts attentions of many researchers.
Studies about change leadership before most remain at individual level, such as the focusing on the leadership style. Scholars concerning the organizational level of leadership made limited progress, and few pay attention to the effectiveness mechanism of change leadership through organizational change process. This paper proposed a concept of change leadership at the organizational level. It's believed that change leadership was organizational competence which could lead and drive the change process. It had different effects on the organizational performance at the different change stages.
The present studies developed the construct of change leadership and validated its impact on organizational performance with the perspective of Adaptation-Selection-Development (ASD) Growth Model. The studies incluled the following 3 sections:
Study 1 developed the conceptual construct of change leadership. The researcher conducted depth interviewing to seventeen leaders based on the literature reviewing. Multiple-dimension construct of change leadership were extracted by the analysis of grounded theory method.
Study 2 validated the construct of change leadership in study 1 by questionnaire. According to the data, exploratory factor analysis and confirmatory factor analysis results showed that the change leadership was a multiple-dimension construct which including vision driven, creation and breakthrough, structural innovation and culture building. This construct was cross-validated through situational judgement test, laying the foundation for the subsequent study of the relationship and mechanism.
Study 3 analyzed the relationship of change leadership and organizational performance by collecting data in multi-aspect and integrating data to organizational level. The results of multivariate analysis of variance and multiple regression analysis validated the moderating effect of the stage of organizational change on the relationship between change leadership and organizational performance. The mediating effect of subordinates' perceived leadership between change leadership and organizational performance was also validated. The effectiveness mechanism of change leadership at organization level was validated and put forward proposals for organizational change and management practice.
This paper proposed and validated the four dimension construct of change leadership based on the ASD growth model. Change leadership was found to have different effectiveness at different change stages. The mediating effect of subordinate's perceived leadership between change leadership and organazational performance was valided from the aspect of implicit leadership theory.
引文
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