仁慈领导与变革管理对员工变革情感承诺作用效果研究

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摘要基于来自28家历经重大组织变革研发机构的263名研发人员的问卷调查，借助多层线性模型分别考察了仁慈领导风格、变革管理措施对于研发人员变革情感承诺的作用效果。研究发现：仁慈领导风格、变革管理措施对变革情感承诺有积极影响，并可以解释49.1%的组间差异；仁慈领导对于变革管理措施效果具有积极促进作用。研究结果表明，本土的仁慈领导采取源自西方的变革管理措施也可以有效地获得员工对变革的拥护，这启示组织在日常工作中关怀员工，在变革时期遴选富有人文关怀的领导将有助于组织变革方案的有效施行和落实。

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关键词 ：组织变革, 变革管理, 仁慈领导, 变革情感承诺, 研发管理

Abstract：Based on a survey of 263 participants from 28 R & D institutions with dramatic changes, the relationship between benevolent and change leadership and followers’ affective commitment to a particular change were explored. The analysis with Hierarchical linear model showed that benevolent and change leadership is positively related to follower’s affective commitment to change and contributes to 49.1% intergroup variance. Further, benevolent leadership was found to exert positive influence on the relationship between change leadership and affective commitment to change. The results indicated that the indigenized benevolent leadership with change management measures from the West could effectively obtain employee support for change. This result also revealed that caring staff in daily work and selecting humanistic leadership during changing period would facilitate the change success.

Key words： organizational change change leadership benevolent leadership affective commitment to change R&D management

收稿日期: 2015-12-18

基金资助:国家自然科学基金重点资助项目（71232001）；中国博士后科学基金资助项目（2015M582477）

通讯作者: 龙立荣（1963～），男，湖北潜江人。华中科技大学（武汉市 430074）管理学院教授、博士研究生导师。研究方向为人力资源管理、组织行为。 E-mail: lrlong@hust.edu.cn

引用本文:

朱其权，龙立荣，孙海法，罗攀峰. 仁慈领导与变革管理对员工变革情感承诺作用效果研究[J]. J4, 2017, 14(2): 205-. ZHU Qiquan，LONG Lirong，SUN Haifa，LUO Panfeng. The Effects of Benevolent and Change Leadership on Affective Commitment to Change: A Multilevel Study. J4, 2017, 14(2): 205-.

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http://manu68.magtech.com.cn/Jwk_glxb/CN/ 或 http://manu68.magtech.com.cn/Jwk_glxb/CN/Y2017/V14/I2/205