参与式领导对组织助人行为的影响

1、 表格3所示，职位高和学历高的人更能表现出更多的助人行为，都隐含着同样的道理。另外数据分析还表明角色清晰度对助人行为主效应不显著，调节效应也不通过工作幸福感的中介，这和一些关于角色压力对组织公民行为的影响的研究结论有些不一致。如文献综述部分所述，以往很多研究证明角色模糊对OCB具有直接的负向影响，也有研究表明角色模糊、角色冲突与OCB的关系至少在一定程度上受到工作幸福感的中介。而当本研究选取组织助人行为这一视角时，结果表明角色清晰度对助人行为的影响不显著，只是一个边界因素。5.2研究意义研究参照组织公民行为和建言行为的研究范式，从社交网络的视角出发，摘取参与式领导作为自变量，引入角色清晰度作为

2、边界变量，都是本研究的独特之处。在组织公民行为的理论指导下，既验证了影响组织公民行为的变量也对助人行为有预测作用，即领导变量通过态度变量对组织公民行为产生影响的理论同样适用助人行为；也发现了以往研究没有探讨过的角色清晰度可以作为参与式领导-助人，工作幸福感-助人的调节变量。研究结论对公司的管理实践也有一定的指导意义。我们提倡领导层，管理层首先要对各部门，各岗位的职能有明确划分，加强员工培训和相关考核，以保证员工对自己在组织中的角色有充分了解，对自己甚至本部门的工作内容和工作方法熟记于心，在保证这一前提下，同时鼓励管理层，领导层采用参与式领导方式，增强公司内部的信息流通和人际交往，从而促进员工在

3、人际方面的积极体验，这样员工才有可能主动帮助身边需要帮助的同事，带动工作绩效落后的同事，使得新同事能更好的适应工作环境，避免不必要的失误给公司带来巨大损失，最终保证公司的整体运营效率。5.3 研究不足和展望研究过程中的不足主要体现在发放问卷时，让被试找同事填他评问卷，可能会找于自己关系要好的，这样的他评存在不客观的嫌疑，应该事先对问卷编好号，统计好一个办公室的人数，将相应对数的自评，他评问卷交叉混合后发放，做到他评问卷时询问上面的号数是谁，并对该人进行评价。另外自评问卷较长，若干被试后面几份问卷的作答明显不如前面的认真。研究内容上的不足是中介变量的选取在更大程度上还是基于社会交换理论，不能完全

4、支持社交网络的视角，只是在修订工作幸福感的问卷时侧重了人际关系满意度，而没有直接编制或修订人际关系满意度的问卷，因此进一步的研究可以更加具体地探讨参与式领导在社交网络层面上的作用机制。总之，尽管助人行为这个概念已伴随着组织公民行为而提出了若干年，但其独特性还有待进一步开发和挖掘，对于其内涵、影响因素和结果变量都有待未来进一步完善。6 结论参与式领导对员工助人行为的影响以员工的工作幸福感为中介，角色清晰度既调节参与式领导助人行为，也调节工作幸福感组织助人行为。参与式领导赋予员工更多的自主性，能提高员工的工作幸福感，从而促使员工表现出更多的助人行为，并且工作幸福感发挥完全中介作用。角色清晰度正向调

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