ISSN 1671-3710
CN 11-4766/R
主办:中国科学院心理研究所
出版:科学出版社

心理科学进展 ›› 2021, Vol. 29 ›› Issue (2): 353-364.doi: 10.3724/SP.J.1042.2021.00353

• 研究前沿 • 上一篇    下一篇

员工授权期望的效应及其理论机制

尹奎1, 张凯丽2(), 赵景1(), 巩振兴3   

  1. 1北京科技大学经济管理学院, 北京 100083
    2华东理工大学商学院, 上海 200237
    3聊城大学商学院, 山东 聊城 252000
  • 收稿日期:2020-03-04 出版日期:2021-02-15 发布日期:2020-12-29
  • 通讯作者: 张凯丽,赵景 E-mail:zhangkailiky@126.com;zhao_sch@163.com
  • 基金资助:
    国家自然科学基金(71802019);国家自然科学基金(71801120);国家自然科学基金(71902061);国家自然科学基金(72073009);教育部社科研究青年基金项目(18YJC630230);中央高校基本科研业务费(FRF-TP-20-023A2);中央高校基本科研业务费(FRF-DF-19-008)

The effects of employee empowerment expectation: The underlying theoretical explanations

YIN Kui1, ZHANG Kaili2(), ZHAO Jing1(), GONG Zhenxing3   

  1. 1School of Economics and Management, University of Science and Technology Beijing, Beijing 100083, China
    2School of Business, East China University of Science and Technology, Shanghai 200237, China
    3School of Business, Liaocheng University, Liaocheng 252000, China
  • Received:2020-03-04 Online:2021-02-15 Published:2020-12-29
  • Contact: ZHANG Kaili,ZHAO Jing E-mail:zhangkailiky@126.com;zhao_sch@163.com

摘要:

以往对领导授权行为的研究大都以领导为中心, 探讨领导授权行为的有效性。随着追随理论的兴起, 越来越多的研究强调从员工视角探讨领导有效性。期望在组织管理中扮演重要角色, 员工授权期望是指员工形成的有关组织中的领导在权力授予方面应尽职责与义务的规范性认知。在系统梳理员工授权期望概念与测量的基础上, 分别从角色设定理论、领导分类理论、期望落差理论梳理了员工授权期望的作用效果与研究结论, 最后从基于内隐领导理论的变量测量、相关理论的机制探讨、追随理论的模型扩展、期望管理的前因探索等方面提出了未来研究的展望。

关键词: 领导授权行为, 授权期望, 角色期望, 追随理论, 期望落差理论

Abstract:

Most of previous research on empowering leader behavior has adopted a leader-centric approach to examine its effectiveness. With the arising of followership theory, more research has emphasized the importance of examining leadership effectiveness from the follower-centric approach. Expectation plays an import role in management. Employee empowerment expectation refers to a set of norms that employees perceived about the responsibilities and obligations the leader should shoulder in terms of empowering. Based on reviewing the concept and measurement of employee empowerment expectation, the main findings from several theories such as role set theory, leadership categorization theory and met expectation theory are summarized. Finally, the future directions are discussed from several aspects: the validation of measurement based on implicit leadership theory, the logical framework from followership theory, the mechanism through integrating related theories, and the antecedents of subordinate empowerment expectation from the perspective of expectation management.

Key words: leader empowering behavior, empowering expectation, role expectation, followership theory, met expectation theory

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