Mao Yanhui, Lai Yao, Zhai Yuxi, Xie Mei, Yu Junkai, Wang Qiutong, Lu Shaokai, Ma Jianhong, Bonaiuto Marino
Department of Psychology and Behavioral Sciences, Zhejiang University, Hangzhou, China.
Psychological Research and Counseling Center, Institute of Applied Psychology, Southwest Jiaotong University, Chengdu, China.
Front Psychol. 2022 Jul 1;13:901085. doi: 10.3389/fpsyg.2022.901085. eCollection 2022.
Authentic leadership is essential for predicting employee resilience. However, despite fruitful findings, more adapted models of authentic leadership - employee resilience based on empirical findings can serve as a guide to understand the complex mediators and moderators in different industries such as in construction engineering project organizations during the turbulent pandemic. This study, therefore, based on the organizational identification theory and flow theory through the lens of positive organizational psychology, aims to disentangle the authentic leadership-employee resilience association by investigating their underlying mechanism and their boundary condition. To test our hypothetical model, we applied a cross-sectional design with data collected from a large sample of 884 employees from a big enterprise in China. Findings from confirmatory factor analysis, structural equation modeling analysis, and Hayes's conditional process model indicated that: authentic leadership positively predicted employee resilience through the partial mediation effect of organizational identification, and such a mediation model was moderated by the experience of flow. In other words, flow moderated the relationships between authentic leadership, organizational identification, and employee resilience. Findings provide evidence for cultivating leaders' authenticity in promoting their subordinates' resilience; findings also highlight the significance of organizational identification in bridging authentic leadership and employee resilience and the essential role of flow experience in supporting the relationships mentioned above.
真实领导力对于预测员工的复原力至关重要。然而，尽管已有丰硕的研究成果，但基于实证研究结果的、更适配的真实领导力 - 员工复原力模型，可作为理解不同行业（如在动荡的疫情期间的建筑工程项目组织）中复杂的中介变量和调节变量的指南。因此，本研究基于组织认同理论和心流理论，从积极组织心理学的视角出发，旨在通过探究真实领导力与员工复原力之间的潜在机制及其边界条件，来厘清二者之间的关联。为了检验我们的假设模型，我们采用了横断面设计，从中国一家大型企业的884名员工的大样本中收集数据。验证性因素分析、结构方程模型分析和海耶斯条件过程模型的结果表明：真实领导力通过组织认同的部分中介作用正向预测员工复原力，且这种中介模型受到心流体验的调节。换句话说，心流调节了真实领导力、组织认同和员工复原力之间的关系。研究结果为培养领导者的真实性以提升其下属的复原力提供了证据；研究结果还凸显了组织认同在连接真实领导力和员工复原力方面的重要性，以及心流体验在支持上述关系中的关键作用。
