CAJ | 학술논문

从组织投资的视角,研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系。通过问卷调查,搜集了一家企业146名主管和下属的配对数据。研究结果表明,领导授权赋能行为对员工内部人身份感知有积极的影响作用,同时,内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用,同时,员工基于组织的自尊对内部人身份感知的中介效应起到调节作用。最后还讨论了未来的研究方向和实际应用的意义等内容。
종조직투자적시각,연구수권부능령도행위、내부인신빈감지여조직공민행위지간적관계。통과문권조사,수집료일가기업146명주관화하속적배대수거。연구결과표명,령도수권부능행위대원공내부인신빈감지유적겁적영향작용,동시,내부인신빈감지재수권부능령도행위화원공조직공민행위지간기도완전중개작용,동시,원공기우조직적자존대내부인신빈감지적중개효응기도조절작용。최후환토론료미래적연구방향화실제응용적의의등내용。
Perceived insider status （PIS） is defined as the extent to which an employee perceives him/herself as an insider in a particular organization which has exhibited positive correlation with organizational commitment, task performance and organizational citizenship behavior in previous studies. Underpinned by the organizational investment model, the objective of the research is to develop a process model linking empowering leadership behavior to organizational citizenship behavior （OCB） with the mediating role of perceived insider status （PIS）. The moderating effects of organization-based self-esteem （OBSE） on the relationship between PIS and OCB, as well as on the mediating role of PIS are also investigated. We tested this model with a dataset from a sample of 150 subordinate-supervisor dyads from the People＇s Republic of China. Two versions of questionnaires were mailed to the supervisors and subordinates respectively. We asked all the participants to complete the questionnaires and return them directly to the researchers in postage-paid envelopes that we provided to them. Participation in the study was voluntary, and confidentiality was ensured. After deleting unmatched dyads, we obtained 146 dyads of subordinate and supervisor in the final data set. Mediated and moderated regression was performed. Results showed that empowering leadership behavior had significantly positive effect on PIS. OBSE moderated the relation between PIS and OCB, and also moderated the mediating role of PIS. Furthermore, PIS fully mediated the relation between empowering leadership behavior and OCB. Our results demonstrated the importance of investing in employees to enhance the feeling of social inclusion. Research implications and future research directions are also discussed.