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自20世纪90年代以来,组织行为学领域的研究聚焦于变革型领导和交易型领导对组织绩效的影响,其中基于员工视角的组织承诺研究逐渐成为重点。国内外学者针对两种领导风格对组织承诺的直接作用研究已较为成熟,得出的普遍结论是变革型领导和交易型领导对组织承诺均有正向影响。近年,国内学者倾向于探讨两者关系的内部影响机制,多引入中介变量和调节变量,如心理授权、组织信任等。其中,国内外研究以变革型领导与组织承诺的关系为主,对交易型领导的研究较少。未来的研究应给予交易型领导足够重视,同时创新是组织存在和发展的灵魂,应关注领导风格、组织承诺与创新绩效的关系研究。
Since the 1990s, research in the field of organizational behavior has focused on the impact of transformational and transactional leadership on organizational performance. Organizational commitment research based on employee perspective has gradually become the focus of attention. Domestic and foreign scholars have done more research on the direct role of the two leadership styles in organizational commitment and the general conclusion is that both transformational and transactional leadership have a positive impact on organizational commitment. In recent years, domestic scholars tend to explore the internal impact of the relationship between the two mechanisms, the introduction of more intermediary variables and regulatory variables, such as psychological empowerment, organizational trust. Among them, domestic and foreign researches mainly focus on the relationship between transformational leadership and organizational commitment, and few studies on transactional leadership. Future research should give enough attention to transactional leadership, while innovation is the soul of the organization’s existence and development, and should pay attention to the relationship between leadership style, organizational commitment and innovation performance.