Empowering leadership and leadership effectiveness: A meta-analytic examination
Empowering leadership and leadership effectiveness: A meta-analytic examination
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DOI：
10.3724/sp.j.1042.2021.01576
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发表时间：
2021-07
期刊：
影响因子：
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通讯作者：
Z. Jianping;Lin Shuqian;Liu Shanshi;Zhang Ya;Liu Huanrong
中科院分区：
文献类型：
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作者：
Z. Jianping;Lin Shuqian;Liu Shanshi;Zhang Ya;Liu Huanrong
：采用荟萃分析审查来研究授权领导力与领导有效性之间的关系。本文基于183项实证研究，包括个人工作态度和绩效（145个样本，50509名员工）、团队绩效（47个样本，4856个团队）和组织绩效（9个样本，1090家公司）。结果表明，授权领导力与工作满意度、组织承诺和主观幸福感呈正相关，而与离职倾向、倦怠和压力呈负相关。此外，赋权领导与个人绩效、团队绩效及其各个维度呈正相关，与反生产力行为呈负相关，但与组织绩效不存在显着正相关。然而，主观幸福感、团队绩效和团队任务绩效的样本文献可能存在发表偏差，导致这些变量的结果可能被高估。从东西方情境差异来看，授权领导力与个人绩效、个人任务绩效、团队绩效和团队任务绩效的相关性在东亚样本中较强，在欧美样本中较弱，但授权领导力与个人创新绩效、个人情境绩效、团队创新绩效和团队情境绩效的相关性没有显着差异。此外，赋权领导力和数据类型的衡量也显着调节赋权领导力与个人绩效之间的关系，而行业类型的调节作用不显着。本研究的结果为授权领导力与领导有效性之间的关系研究提供了新的思路。
: Meta-analysis review was adopted to investigate the relationship between empowering leadership and leadership effectiveness. This paper was on the basis of 183 empirical studies including individual work attitudes and performance (145 samples, 50509 employees), team performance (47 samples, 4856 teams) and organizational performance (9 samples, 1090 companies). The results showed that empowering leadership was positively correlated with job satisfaction, organizational commitment and subjective well-being, while negatively correlated with turnover intention, burnout & stress. Moreover, empowering leadership was positively correlated with individual performance, team performance and their various dimensions, and negatively correlated with counterproductive behavior, but has no significantly positive relationship with organizational performance. However, there might be publication bias in the sample literature of subjective well-being, team performance and team task performance, so that the results of these variables are likely to be overestimated. In terms of the differences between the Eastern context and the Western context, the correlation between empowering leadership and individual performance, individual task performance, team performance and team task performance are stronger in the East Asian sample and weaker in the European and American sample, but there was no significant difference in the correlation between empowering leadership and individual innovation performance, individual contextual performance, team innovation performance and team contextual performance. In addition, the measurement of empowering leadership and data types also significantly moderated the relationship between empowering leadership and individual performance, while the moderating effect of industry type is insignificant. The results of present research shed a new light on the research on the relationship between empowering leadership and leadership effectiveness.