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本文采用问卷调查法, 以韩国跨国公司在华子公司的70个部门(团队)的310 名员工为被试, 探讨了仁慈领导对员工敬业度的影响及其作用机制。结果表 明: (1)仁慈领导也存在于韩国领导者领导行为中;(2)仁慈领导与员工敬业度 存在显著的正相关；(3)员工组织支持感在仁慈领导与员工敬业度之间起部 分中介作用；(4)员工心理控制源在仁慈领导与员工敬业度之间起调节作 用；(5)员工心理控制源在 “仁慈领导→组织支持感→员工敬业度”的关系路 径中既存在有中介的调节效应, 同时也存在有调节的中介效应, 相对于内控 型员工来说, 越是外控的员工, 这种因果关系就越明显。
Based on a sample of 310 Chinese and South Korea employees of 70 teams or departments in one Korean transnational corporation in China, this study was designed to examine the influence of benevolent leadership on employee engagement, and investigate the mediating role of perceived organizational support as well as the moderating role of locus of control in the linkages between benevolent leadership and employee engagement under the cross-cultural context by structured questionnaires. Results of hierarchical regression analysis revealed that benevolent leadership existed among South Korean leaders under cross-cultural context. In particular, it had a significant positive influence on employee engagement. And this influence was partly mediated by perceived organizational support. In addition, results of moderated path analysis suggested that employees’ locus of control significantly moderated the relationship between benevolent leadership and employee engagement. Meanwhile, the whole indirect effects of benevolent leadership on employee engagement mediated by perceived organizational support and the total effect were also higher when employee was prone to be external locus of control.
키워드열기/닫기 버튼
benevolent leadership, employee engagement, perceived organizational
