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沉静型领导是区别于英雄式领导的领导方式,学术界对此研究还不够深入。以180名党政领导干部为研究样本,通过实证方法考察了沉静型领导、组织承诺与工作绩效的构成要素,进而以沉静型领导为自变量、以组织承诺为中介变量,检验它们对工作绩效的影响。研究结果表明,沉静型领导对工作绩效具有正向影响,沉静型领导对组织承诺具有正向影响,组织承诺对工作绩效具有正向影响,组织承诺在沉静型领导和工作绩效的关系中起部分中介作用。本研究的实践启示是:领导者只有谦逊才能对组织产生情感承诺,只有克制才能在组织之中产生行为承诺,只有执着才能对组织产生忠诚承诺,然后产生更大的工作绩效。
Quiet leadership is different from the leadership of the heroic leadership style, the study of academia is not enough depth. Taking 180 leading cadres of the party and the government as the research samples, this paper examines the elements of quiet leadership, organizational commitment and job performance through empirical methods, and then uses the quiet leadership as the independent variable and the organizational commitment as the intermediate variable to test their performance on job performance Impact. The results show that quiet leadership has a positive impact on job performance, quiet leadership has a positive impact on organizational commitment, organizational commitment has a positive impact on job performance, and organizational commitment plays a part in the relationship between quiet leadership and job performance Mediating Role. The practical enlightenment of this study is that only modest leaders can make emotional commitment to the organization, and only restraint can produce behavioral commitment among the organization. Only persistent can produce loyalty commitment to the organization and then produce greater job performance.