支持型领导行为在工作压力模型中的作用机制研究

本研究调查了 1 3个企业共 2 1 8位员工 ,探讨了支持型领导行为在角色冲突、人际冲突、缺乏成就与发展 (压力源 )和工作满意感、工作焦虑 (压力反应 )之间的作用机制。研究发现 :(1 )支持型领导行为对工作满意感和工作焦虑有主效应 ,但是由于逆向缓冲的存在 ,支持型领导行为的主效应并不总是对的 ,我们必须在更大的范围中考虑领导行为的效应 ;(2 )缓冲效应的六个假设只有一个被证明 ,但是方向相反 ,即支持型领导行为加剧了由人际冲突造成的工作不满意感 ;(3)两个中介模型的部分关系被证明 ,但是我们很难确定是支持型领导行为的弱化效应还是评价作用。为了更好地说明因果关系 ,在将来的研究中纵向研究设计被认为更为恰当。

The Effects of Supportive Leader Behavior on Job Stress Model

The present study investigated 218 employees in thirteen enterprises in order to explore the mechanism of supportive leader behavior in the relation with role ambiguity,interpersonal conflict,lacking achievement & development and job satisfaction,and work anxiety.The results indicated:(1)Supportive leader behavior got a main effect on job satisfaction and work anxiety.But because of reverse buffering effect,the main effect of supportive leader behavior is not always positive and its effect should be considered in broader context.(2)One of six buffering hypotheses was confirmed,i.e.,supportive leader behavior exacerbated job dissatisfaction caused by interpersonal conflict.(3) Some relationships of mediating models were gotten,but it was somewhat difficult to confirm the abrasion effect or reappraisal effect of supportive leader behavior.To show the causal relationship more clearly,experiments,quasi-experiments or longitudinal studies were recommended in future study.