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论文编号：	14720
作者编号：	2120223703
上传时间：	2024/6/6 22:48:10
中文题目：	兼容并包，以活其性——包容型领导对工作疏离感的影响
英文题目：	To be inclusive, to alive its vitality: The impact of inclusive leadership on work alienation
指导老师：	吕峰
中文关键字：	包容型领导；工作疏离感；心理所有权；差错管理氛围
英文关键字：	inclusive leadership; work alienation; psychological ownership; error management climate
中文摘要：	差异化特征显著的“Z世代”员工“整顿职场”，“35岁危机”和“996”工作制依旧存在于企业中，“精神离职”成为广大职场人士的真实心声，这都表明工作异化与疏离的现象可能正在悄然发生。工作疏离感是指组织中工作情境和员工的需求或预期相悖而造成的员工与工作分离的心理状态，包括与工作和自我的个人疏离感以及处于工作场所的社会疏离感。已有研究认为领导是工作疏离感的重要预测前因，但有关包容型领导的作用机理研究尚有缺失，作为关系型领导的重要类型，包容型领导所提供的支持和帮助将有效促进员工的积极认知和情感反应，可能是抑制工作疏离感的关键因素。 基于社会交换理论，领导与下属存在互惠性的情感交换，包容型领导以平等的姿态面对下属，并给予下属情感的关怀和需要的资源，从而激发员工对组织的所有权感。于是，引入心理所有权作为中介变量，构建包容型领导影响工作疏离感的路径模型。在社会信息加工理论的视角中，领导和组织氛围都会作为员工的社会信息源，为其提供加工与编码的信息，并最终改变其态度、认知和行为。于是，引入差错管理氛围作为调节变量，探究其在包容型领导和工作疏离感之间发挥的调节作用。在上述理论的支持下，本文通过设计两项并行研究，分别采用调查实验和问卷调查的方法，在线上平台发放问卷并进行回收与分析，以检验包容型领导对工作疏离感的影响机制。 经由对有效样本的统计分析，研究结果如下：包容型领导能抑制员工的工作疏离感；包容型领导通过促进员工的心理所有权对工作疏离感造成负向影响；差错管理氛围正向调节包容型领导和工作疏离感之间的关系，即在高差错管理氛围的团队中，包容型领导对工作疏离感的抑制作用被增强；在低差错管理氛围的团队中，包容型领导对工作疏离感的抑制作用被削弱。研究结果从组织情境出发，丰富了领导视角下工作疏离感前因变量的研究；从社会信息加工理论和社会交换理论出发，揭示了包容型领导影响工作疏离感的机制和边界，为工作疏离感的抑制途径提供了新的视角和理解。在不确定性较高的环境下，本研究的结论将在扼制工作疏离现象方面为企业管理者提供管理启示和决策指南。
英文摘要：	"Gen Z" employees with significant differentiation rectify the workplace, 35-year-old crisis and 996 work system still exist in the enterprise, and quiet quitting has become the voice of staffs, which indicates that the phenomenon of work alienation may be quietly occurring. Previous studies have suggested that leadership is an important predictor of work alienation, but there is still a lack of influence about inclusive leadership. As a relational leadership, the support and help provided by inclusive leadership will effectively promote employees' positive cognitive and emotional responses, which may be the key factor to inhibit work alienation. Based on social exchange theory, there is reciprocal exchange between leaders and subordinates. Inclusive leaders face subordinates with an equal attitude and give them emotional care with needed resources, thus stimulating employees' psychological ownership of organization. Therefore, psychological ownership is introduced as a mediator to build a path model of inclusive leadership affecting work alienation. Based on social information processing theory, leadership and organizational climate both serve as social information sources for employees, providing them with information to process and encode, and ultimately changing their attitudes, cognition and behaviors. Therefore, error management climate is introduced as a moderator to explore its role between inclusive leadership and work alienation.With the support of the above theories, this paper designs two parallel studies, using survey experiment and questionnaire. Questionnaires were distributed and collected on the online platform to examine the mechanism of the influence of inclusive leadership on work alienation. Through the statistical analysis of valid samples, the results show: inclusive leadership can restrain employees' work alienation; Inclusive leadership has a negative impact on work alienation by promoting employees' psychological ownership. Error management climate plays a moderating role in the relationship between inclusive leadership and work alienation. The results enrich the research on the antecedents of work alienation from the perspective of leadership and organizational context. Based on social information processing theory and social exchange theory, this paper reveals the mechanism and boundary of inclusive leadership's influence on work alienation, and provides a new perspective and understanding for the ways of inhibiting work alienation. The results of this study provide management enlightenment and decision-making reference for managers to suppress employees' work alienation under uncertain environment.
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