工商管理学院知识库

当今市场环境变幻莫测，知识、技术随时都在更新变化，企业越来越希望自己的员工能够积极主动地工作，面对风险主动承担责任，使组织能有效规避可能遇到的风险抓住转瞬即逝的机会，促进企业的健康发展，而拥有主动性的员工也将是企业宝贵的资源。授权型领导能够提高员工的工作积极性，使员工拥有工作自主权，促使员工采取更多的主动性行为，那么被学者和管理者普遍视为积极领导方式的授权型领导能否一直发挥其积极效用，是否会存在负面效应影响组织的发展与进步，值得我们探讨。因此，本文以此为切入点，探讨了授权型领导是如何影响员工主动性行为，以及感知上级信任和调节焦点在授权型领导与员工主动性行为之间发挥的中介作用和调节作用，以期对授权型领导有进一步的研究并未企业管理实践提供切实可行的管理建议。

首先，本文通过对授权型领导、员工主动性行为、感知上级信任以及调节焦点进行系统的梳理，以自我决定理论和调节焦点理论为理论基础，提出本文的研究假设；其次采用成熟量表设计调查问卷，通过网络方式发放，通过剔除无效问卷，共得到有效问卷362份；再次，使用SPSS23.0和Amos24.0软件对数据进行描述性统计分析、同源方差检验、信效度检验、相关性分析，并在此基础之上对研究假设进行检验；最后，针对研究结论提出相应的管理建议。

实证结果显示：（1）授权型领导与员工主动性行为之间存在倒U型影响关系；（2）感知上级信任部分中介授权型领导与员工主动性行为之间的关系；（3）调节焦点在授权型领导与员工主动性行为之间的倒U型关系中起调节作用；（4）促进焦点在授权型领导与员工主动性行为之间的倒U型关系中起正向调节作用，促进焦点越高，倒U型关系越强；防御焦点在授权型领导与员工主动性行为之间的倒U型关系中起负向调节作用，防御焦点越高，倒U型关系越弱。最后，文章系统的总结了研究的三点理论意义，并为组织的管理实践提出切实可行的管理建议。

Today's market environment is unpredictable, and knowledge and technology are constantly being updated and changed. Enterprises increasingly hope that their employees can work proactively and take responsibility in the face of risks, so that organizations can effectively avoid possible risks and seize the moment. The fleeting opportunity promotes the healthy development of the enterprise, and employees with initiative will also be a valuable resource for the enterprise. Empowering leadership can improve employees' work enthusiasm, enable employees to have work autonomy, and encourage employees to take more proactive behaviors. Can the empowering leadership, which is generally regarded as a positive leadership style by scholars and managers, can always play its positive role? , whether there will be negative effects affecting the development and progress of the organization, it is worth exploring. Therefore, this paper takes this as an entry point to explore how empowering leadership affects employees’ proactive behavior, and the mediating and moderating roles of perceived superior trust and regulatory focus between empowering leaders and employees’ proactive behavior, with a view to improving the Empowering leaders have further research and business management practices to provide practical management advice.

Firstly, this paper puts forward the research hypothesis of this paper by systematically sorting out empowering leadership, employee initiative behavior, perceived superior trust and adjustment focus, based on the theory of self-determination and adjustment focus; secondly, a mature scale is used to design the survey Questionnaires were distributed through the network, and a total of 362 valid questionnaires were obtained by eliminating invalid questionnaires. Thirdly, SPSS23.0 and Amos24.0 software were used to conduct descriptive statistical analysis, homologous variance test, reliability and validity test, and correlation. Analyzed and tested the research hypothesis on this basis; finally, put forward corresponding management suggestions according to the research conclusion.

The empirical results show that: (1) there is an inverted U-shaped relationship between empowering leadership and employees' proactive behavior; (2) perceived superior trust plays a partial mediating role between empowering leadership and employees' proactive behavior; (3) moderating Focus played a moderating role in the inverted U-shaped relationship between empowering leadership and employees' proactive behavior; (4) facilitation focus played a positive moderating role in the inverted U-shaped relationship between empowering leadership and employees' proactive behavior, The higher the facilitation focus, the stronger the inverted U-shaped relationship; the defensive focus played a negative moderating role in the inverted U-shaped relationship between empowering leadership and employees' proactive behavior, and the higher the defensive focus, the weaker the inverted U-shaped relationship. Finally, the article systematically summarizes three theoretical significances of the research, and provides corresponding suggestions for organizational management and practice.