Maden-Eyiusta Ceyda, Alparslan Suzan Ece
Department of Entrepreneurship, Özyeğin University, Istanbul, Turkey.
Department of Management, Kadir Has University, Istanbul, Turkey.
Front Psychol. 2022 Nov 25;13:988105. doi: 10.3389/fpsyg.2022.988105. eCollection 2022.
Relying on self-determination theory, this study investigates the mediating role of psychological empowerment in the relationship between self-leadership and work role performance (task proficiency, task adaptivity, and task proactivity) in remote work settings. It also explores whether and how supervisor close monitoring moderates the indirect impact of self-leadership on work role performance. Hypotheses were tested using a two-study design including white-collar employees from a broad range of jobs and companies (Study 1) and employee-supervisor dyads working in small and medium-sized firms (Study 2) in Turkey. In Study 1, results showed that self-leadership had a positive indirect effect on employees' work role performance through psychological empowerment. In Study 2, the cross-lagged two-wave design provided support for this indirect effect while demonstrating partial support for the moderating role of supervisor close monitoring. The current study contributes to research on self-leadership and work role performance by providing a detailed understanding of the motivational process through which self-leadership leads to increased work role performance. It also offers practical insights for enhancing self-leaders' work role performance, particularly within the remote work context.
本研究基于自我决定理论，探讨在远程工作环境中，心理授权在自我领导与工作角色绩效（任务熟练度、任务适应性和任务主动性）之间关系中所起的中介作用。同时，研究还探讨了上级密切监督是否以及如何调节自我领导对工作角色绩效的间接影响。研究假设通过两项研究进行检验，研究对象包括来自广泛职业和公司的白领员工（研究1）以及土耳其中小型企业的员工-上级二元组（研究2）。在研究1中，结果表明自我领导通过心理授权对员工的工作角色绩效产生积极的间接影响。在研究2中，交叉滞后双波设计为这一间接影响提供了支持，同时部分支持了上级密切监督的调节作用。本研究通过详细阐述自我领导导致工作角色绩效提升的激励过程，为自我领导和工作角色绩效的研究做出了贡献。它还为提高自我领导者的工作角色绩效提供了实践见解，特别是在远程工作背景下。
