基于领导价值观的企业领导行为与其绩效关系的研究
An Empirical Research on Correlation between Leadership Behavior and Performance in a Manufacturing Enterprise Based on Leadership Values

摘要 在对某大型制造企业500名员工进行调查问卷的基础上，将领导价值观分为自我超越、自我增强、保守以及开放性4个维度，以分析其对领导行为与领导绩效的调节效应。研究结果表明，当领导价值观倾向于自我超越维度时，产生最高的领导绩效；当领导价值观倾向于自我增强维度时，能力展示取向行为对领导绩效的影响最为显著；当领导价值观倾向于保守维度时，领导回避失败取向行为对领导绩效的影响最为显著；当领导价值观倾向于开放性维度时，领导发展员工取向行为对领导绩效的影响最为显著。此外，指出了领导价值观在管理实践中对选拔、聘任人才的重要性。
Through the survey on 500 employees in a large-scale enterprise, this study investigated the relationship between leadership behavior and leadership performance with leading the leadership value as a moderator variable, which is divided into four dimension as self-transcendence, self-enhancement, conservation and openness to change. The research results revealed that when the leadership value tends to be the self-transcendence dimension, the leadership behavior produces the highest leadership performance; When the leadership value tends to be the self-enhancement dimension, the displaying abilities-oriented leadership behavior has the most significant influence on leadership performance; When the leadership value tends to be conservation dimension, the avoiding failure-oriented leadership behavior has the most significant influence on leadership performance; When the leadership value tends to be openness to change dimension, the developing employees-oriented leadership behavior has the most significant influence on leadership performance. Finally, this study points out the importance of leadership values in selecting and hiring talents