成为自己的掌舵者：个体自我领导的多层次驱动机制

在信息化、数字化、智能化的新经济背景下, 自我领导对组织和个人都有更为积极的价值。然而, 已有的自我领导概念与研究局限于控制理论, 实证考察多限于单一层次, 且未能充分揭示自我领导的驱动机制。首先拓展自我领导的概念内涵, 并开发新的测量工具。在此基础上, 分别构建个体自我领导的跨层次驱动机制和多层次垂滴模型, 并尝试探究个体特征、领导因素、组织情境因素和工作特征等对于个体自我领导的影响。由此, 有望为自我领导提供更为丰富、准确、更新的内涵与测量, 深化个体自我领导形成的驱动机制及边界条件, 也有助于组织实践中有效激发自我领导。

Be your own leader: The multi-level motivational mechanisms of individual self-leadership

Currently, business organizations are continuously promoting changes in organizational structure and methods of work. Meanwhile, employees are also increasingly pursuing their own values and goals. Therefore, individual self-leadership has become an important and evolving research topic in organizational management research. Individual self-leadership not only contributes to organizational development and personal performance improvement but is also closely related to self-growth in uncertain times. It is thus necessary to investigate the driving factors and mechanisms of self-leadership. A literature review of extant studies found that the current concept of self-leadership is mostly based on classical control theory, emphasizing the process of self-control and influence. However, its relatively broad content means that it has been difficult to accurately reflect new meanings of self-leadership. At the same time, empirical research on the antecedents of individual self-leadership has been limited to a single level, without considering multi-level interactions. More importantly, existing research fails to fully address the motivational processes behind the antecedents of self-leadership.