变革型领导与长期服务支持人员的就业能力。
Transformational leadership and employability among support staff workers with long tenure.
机构信息
Radboud University, Nijmegen, The Netherlands.
Institute for Management Research, Radboud University, Nijmegen, The Netherlands.
出版信息
Work. 2024;78(3):807-815. doi: 10.3233/WOR-230371.
BACKGROUND
In the changing world of work, there is an urgency to gain insight into determinants of the employability among support staff workers with long tenure whose functions may become outdated as their competencies may no longer match the requirements of future jobs.
OBJECTIVE
The specific aim of this study was to investigate the relationship between transformational leadership and employability.
METHODS
Support staff (n = 236) from a university participated in an online questionnaire focusing on five dimensions of employability (occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance) and transformational leadership (identifying and articulating a vision, providing an appropriate model, fostering the acceptance of group goals, providing individual support, and intellectual stimulation.
RESULTS
Identifying and articulating a vision (β= 0.247, p < 0.001), providing an appropriate model (β= 0.196, p = 0.002), fostering the acceptance of group goals (β= 0.298, p < 0.001) and providing individual support (β= 0.258, p < 0.001) were associated with higher balance scores. No significant associations were found between the transformational leadership subscales and the other dimensions of employability.
CONCLUSION
The current study found that just one specific dimension of transformational leadership was associated with only one aspect of employability for our target group of long-term employed support staff workers with a high level of job security.
背景
在不断变化的工作世界中，迫切需要深入了解具有长期任期的支持人员的就业能力决定因素，因为他们的职能可能已经过时，而他们的能力可能不再符合未来工作的要求。
目的
本研究的具体目的是调查变革型领导与就业能力之间的关系。
方法
一所大学的支持人员（n=236）参与了一项在线问卷调查，重点关注就业能力的五个维度（职业专长、预测和优化、个人灵活性、企业意识和平衡）和变革型领导（确定和表达愿景、提供适当的模式、促进群体目标的接受、提供个人支持和智力刺激）。
结果
确定和表达愿景（β=0.247，p<0.001）、提供适当的模式（β=0.196，p=0.002）、促进群体目标的接受（β=0.298，p<0.001）和提供个人支持（β=0.258，p<0.001）与更高的平衡得分相关。变革型领导子量表与就业能力的其他维度之间没有发现显著关联。
结论
本研究发现，对于我们的长期受雇、工作保障程度高的支持人员这一目标群体，变革型领导的一个特定维度仅与就业能力的一个方面相关。
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