彭坚¹,张兴贵²,谢彬³,成雨聪⁴

• 1:广州大学 管理学院，广东 广州 510006
• 2:广东外语外贸大学 商学院，广东 广州 510006
• 3:江西师范大学 体育学院，江西 南昌 330022
• 4:佩鲁贾大学 哲学社会科学和教育学系，意大利 佩鲁贾 06123

摘要(Abstract)：

近年来，商业丑闻揭露出一种新型负面领导——利用式领导，即领导者把员工当作谋利工具，操控员工以满足一己私利。以往研究揭示了利用式领导对员工态度与行为的负面影响，尽管如此，该领导方式与员工工作幸福感的关系还缺乏全面探索。鉴于此，本研究以工作要求—资源模型为视角，检验了利用式领导对员工工作幸福感的消极影响以及自我效能感的缓冲作用。本研究基于218份多时点问卷调查数据，通过回归分析发现：（1）利用式领导会增加员工的工作要求，继而降低员工的工作幸福感；（2）利用式领导会削减员工的工作资源，继而降低员工的工作幸福感；（3）员工自我效能感能够削弱工作要求、工作资源与工作幸福感之间的关系，同时也能够削弱利用式领导通过高工作要求、低工作资源对员工工作幸福感的负面影响。理论上，本研究识别了利用式领导对工作幸福感的损害效应及其作用机制；实践上，本研究能够启发管理者通过领导方式变革（软策略）与工作再设计（硬策略）改善员工工作幸福感。

关键词(KeyWords)： 利用式领导;工作要求;工作资源;员工幸福感;自我效能感

Abstract:

Keywords:

基金项目(Foundation): 国家自然科学基金项目(72072044，71902048)

作者(Author): 彭坚¹,张兴贵²,谢彬³,成雨聪⁴

DOI: 10.16538/j.cnki.fem.20220228.301

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