ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2012, Vol. 44 ›› Issue (10): 1371-1382.doi: 10.3724/SP.J.1041.2012.01371

• 论文 • 上一篇    下一篇



  1. (北京大学光华管理学院, 北京 100871)
  • 收稿日期:2011-09-10 发布日期:2012-10-23 出版日期:2012-10-25
  • 通讯作者: 黄鸣鹏
  • 基金资助:


Empowering Leadership Behavior and Perceived Insider Status: The Moderating Role of Organization-based Self-esteem

YIN Jun;WANG Hui;HUANG Ming-Peng   

  1. (Guanghua School of Management, Peking University, Beijing 100871, China)
  • Received:2011-09-10 Online:2012-10-23 Published:2012-10-25
  • Contact: HUANG Ming-Peng

摘要: 从组织投资的视角, 研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系。通过问卷调查, 搜集了一家企业146名主管和下属的配对数据。研究结果表明, 领导授权赋能行为对员工内部人身份感知有积极的影响作用, 同时, 内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用, 同时, 员工基于组织的自尊对内部人身份感知的中介效应起到调节作用。最后还讨论了未来的研究方向和实际应用的意义等内容。

关键词: 授权赋能领导行为, 内部人身份感知, 组织公民行为, 基于组织的自尊

Abstract: Perceived insider status (PIS) is defined as the extent to which an employee perceives him/herself as an insider in a particular organization which has exhibited positive correlation with organizational commitment, task performance and organizational citizenship behavior in previous studies. Underpinned by the organizational investment model, the objective of the research is to develop a process model linking empowering leadership behavior to organizational citizenship behavior (OCB) with the mediating role of perceived insider status (PIS). The moderating effects of organization-based self-esteem (OBSE) on the relationship between PIS and OCB, as well as on the mediating role of PIS are also investigated. We tested this model with a dataset from a sample of 150 subordinate-supervisor dyads from the People’s Republic of China. Two versions of questionnaires were mailed to the supervisors and subordinates respectively. We asked all the participants to complete the questionnaires and return them directly to the researchers in postage-paid envelopes that we provided to them. Participation in the study was voluntary, and confidentiality was ensured. After deleting unmatched dyads, we obtained 146 dyads of subordinate and supervisor in the final data set. Mediated and moderated regression was performed. Results showed that empowering leadership behavior had significantly positive effect on PIS. OBSE moderated the relation between PIS and OCB, and also moderated the mediating role of PIS. Furthermore, PIS fully mediated the relation between empowering leadership behavior and OCB. Our results demonstrated the importance of investing in employees to enhance the feeling of social inclusion. Research implications and future research directions are also discussed.

Key words: Empowering leadership behavior, Perceived insider status, Organizational citizenship behavior, Organization-based self-esteem