Kim Seung-Seok, Yoon Dong-Yeol
Hyundai-steel, Seoul, Republic of Korea.
The Department of Business, Konkuk University, Seoul, Republic of Korea.
Front Psychol. 2025 Jan 20;16:1448820. doi: 10.3389/fpsyg.2025.1448820. eCollection 2025.
With the advent of the pandemic era, many organizations have implemented a hybrid work model to manage office- and remote-based work. The proliferation of hybrid work demands leaders to demonstrate a different style of leadership than that in the past and to delegate authority, providing autonomy and responsibility to employees. Furthermore, both within and outside the organization, members must adapt and respond to rapidly changing environments and demonstrate adaptive performance to generate better outcomes. This study identifies the relationship between empowering leadership and adaptive performance in hybrid work, based on the social exchange and self-determination theories. Furthermore, it validates the mediation effect of knowledge sharing and employee agility and serial mediation effect. We analyzed data from 290 IT manufacturing employees working in hybrid work in South Korea. The findings reveal that empowering leadership positively influences adaptive performance and that knowledge sharing and employee agility partially mediate this relationship. Moreover, knowledge sharing and employee agility serially mediate the impact of empowering leadership on the adaptive performance of employees. These research findings provide theoretical and practical implications for organizations in hybrid work.
随着大流行时代的到来，许多组织都采用了混合工作模式来管理办公室工作和远程工作。混合工作的激增要求领导者展现出与过去不同的领导风格，并下放权力，赋予员工自主权和责任。此外，在组织内部和外部，成员都必须适应并应对快速变化的环境，并展现出适应性绩效以产生更好的结果。本研究基于社会交换理论和自我决定理论，确定了混合工作中赋能型领导与适应性绩效之间的关系。此外，它验证了知识共享和员工敏捷性的中介作用以及串行中介作用。我们分析了来自韩国290名从事混合工作的IT制造业员工的数据。研究结果表明，赋能型领导对适应性绩效有积极影响，知识共享和员工敏捷性部分中介了这种关系。此外，知识共享和员工敏捷性串行中介了赋能型领导对员工适应性绩效的影响。这些研究结果为采用混合工作模式的组织提供了理论和实践意义。
