人力资源管理-关于中层领导对员工激励的有效性研究论文VIP专享VIP免费

关于中层领导对员工激励的有效性研究【摘要】在中国的文化背景和现代企业管理现状下，因长期的计划体制和行政运行机制，企业的下属员工通常是局限于服从领导命令和完成任务而已，下属员工的自我意识开发和自我能动性的发展都还达不到最优的状态。中层领导是下属员工的直属上级，那么对于下属员工的管理和激励是作为领导的必修课程。关于中层领导如何通过领导激励行为对下属员进行激励的话题，目前还未有学者对此进行深入研究。本研究中关于中层领导对下属员工的激励探讨是通过领导风格的领导行为为切入点，根据领导理论和激励理论，本研究主要以变革型领导和交易型领导两种领导风格下的激励行为为主要激励行为，探讨中层领导在不同领导风格下的领导激励行为对下属员工的激励意义。本文对该研究话题进行研究问卷设计、进而收集研究问卷数据、做出研究问卷的结果分析、结论总结以及管理启示。研究得出，中层领导最为重要的且能够有效激励下属员工的关键是，要引导下属员工的自我激发和自我激励，才能够最大地提高激励的有效性。通过此次研究以期对现代企业组织的中层领导和下属员工的激励管理有一定的借鉴意义。【关键词】中层领导；交易型领导；变革型领导；激励的有效性On the effectiveness of middle-level leaders' incentive to employees[Abstract] Under the cultural background of China and the current situation of modern enterprise management, due to the long-term planning system and administrative operation mechanism, the subordinate employees are usually limited to obey the leadership orders and complete the tasks, and the development of the subordinate employees' self-awareness and self-initiative are not in the optimal state.Middle level leadership is the direct superior of subordinate employees, so the management and motivation of subordinate employees is a required course for leaders. At present, there is no in-depth study on how middle-level leaders motivate subordinates through leadership incentive behavior.According to the leadership theory and incentive theory, this study mainly takes the incentive behavior of transformational...