心靈領導風格與組織內自我職涯管理行為之中介模式探討－自尊與賦能知覺之重要性

Exploration of Mediating Models between Spiritual Leadership and Career Self-management Behavior: The Importance of Self-esteem and Psychological Empowerment

10.6147/JHRM.2008.0804.02

陳沁怡(Chin-Yi Chen)；楊金源(Chin-Yuan Yang)

心靈領導 ； 自尊 ； 賦能知覺 ； 自我職涯管理行爲 ； spiritual leadership ； self-esteem ； psychological empowerment ； self-career management behavior

人力資源管理學報

8卷4期（2008 / 12 / 01）

31 - 57

繁體中文

本研究探究「心靈領導」之理論建構內涵與其對組織內自我職涯管理之影響力，並研究歷程中相關的中介機制，形成整合模式。本研究採便利抽樣，包含製造業、金融業、服務業的有效樣本共502位。研究結果顯示心靈領導包含三個領導者因素：「願景」、「希望與信心」及「無私的愛」；與兩個追隨者因素：「意義／召喚」及「歸屬感」。同時也透過員工心理知覺的中介變項：「組織內的自尊」及「賦能知覺」，而影響「組織內自我職涯管理行爲」。員工自我層面的「自尊」及「賦能知覺」，對職涯管理的整體影響效果，凌駕於員工對組織層面的「召喚」及「歸屬感」整體效果，整體因徑模式亦獲驗證，顯示心靈領導經由喚起員工自我層面心理知覺而影響組織行爲產出。

The aim of this research is to study the content of the construct of ”spiritual leadership”, to identify its role in organization management, to empirically validate its influence on career self-management, and to explore the plausibility of promising mediating mechanisms for this construct. A total of 502 employees are conveniently sampled from enterprises of manufacturing, financial service/banking and retailing industries in Taiwan. Nine hypotheses are formulated regarding the causal paths among research variables. Results showed that ”spiritual leadership” was composed of three leader's factors: ”vision”, ”hope/faith”, and ”altruistic love”, and two follower's factors, namely, ”meaning/calling” and ”membership”. Employee psychological perception mechanisms, including ”self-esteem” and ”empowerment”, were found to significantly mediate between spiritual leadership and ”self-career management behavior”, over and above the contribution of meaning/calling and membership. The overall model was empirically validated.

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