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学术硕士学位论文
共享型领导对员工组织公民行为的影响研究
学 位 申 请 人 ： 潘堃婷
学科专 业： 企业管理
指导教 师： 张玉清 教授
答辩日期：2022.5.21 独创性声明
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意。
本人签名日期 2022.5.21
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本人签名导师签名日期 2022.5.21摘要
摘要
随着经济全球化的加速和市场环境的日渐激烈，组织的生存与发展面临着的更大的
挑战。员工能够积极主动参与到组织的日常事务中将有助于组织发展。组织公民行为
（Organizational Citizenship Behavior，OCB）因此受到了广泛的关注，组织公民行为对
促进组织变革、提升企业创新能力，为组织创造更大的价值具有至关重要的作用。如何
激发员工的组织公民行为成为广大管理者的关注焦点。领导者在激发员工组织公民行为
的过程中发挥着重要作用。不同的领导风格会使得员工表现出不同程度的组织公民行
为，领导者可以通过其特有的风格和一系列的行动来满足员工的基本心理需求，从而激
发员工的组织公民行为。共享型领导强调与员工共享权力、知识资源等资源，共同承担
领导责任，能够更好地激发员工的组织公民行为。
通过梳理以往的研究，本文选取了共享型领导和组织公民行为作为研究对象，并进
一步将组织公民行为细分为挑战型组织公民行为（Challenging Organizational Citizenship
Behavior，COCB）和顺从型组织公民行为(Affiliative Organizational Citizenship Behavior，
AOCB)，构建理论研究模型。本文以自我决定理论、领导权变理论为理论基础，以内在
动机为中介变量，引入权力距离倾向为调节变量来探究共享型领导对组织公民行为的影
响机制。研究选取了组织管理领域内的权威量表编制调查问卷，以中国社会情境下的企
业员工为主体，共回收有效问卷298 份，运用SPSS22.0 和 AMOS24.0 软件对问卷进行
整理和实证分析，并验证假设。
研究结果如下：（1）共享型领导对员工的顺从型组织公民行为有显著的促进作用；
（2）共享型领导对员工的挑战型组织公民行为有显著的促进作用；（3）共享型领导对
员工的内在动机具有显著的提升作用；（4）员工的内在动机在共享型领导与员工顺从
型组织公民行为之间起到中介作用；（5）员工的内在动机在共享型领导与挑战性组织
工作行为之间起到中介作用；（6）权力距离倾向对共享型领导对员工内在动机的作用
具有调节效应。
通过对结果的讨论，本文可为企业的管理实践提供以下建议：第一，企业在招聘过
程中可以从外部选拔具备共享型领导特质的候选人，并积极开展相关的管理者培训，使
企业管理者表现出更多共享行为特征；第二，企业的领导者应该在工作中多关注员工的
基本心理需求，主动实施共享型领导行为，增强员工的内在动机，以促进团队成员的组
织公民行为发生；第三，领导者在企业管理中应该多留意内在动机强和低权力距离倾向
的员工，并在多方面增强其内在动机和满足其权力的需要，以激发其组织公民行为。
关键词：共享型领导；内在动机；权力距离倾向；组织公民行为
I Abstract
Abstract
With the acceleration of economic globalization and the increasingly fierce market
environment, the survival and development of organizations are facing greater challenges.
Employees can actively participate in the daily affairs of the organization, which will
contribute to the development of the organization. Therefore, organizational citizenship
behavior (OCB) has attracted extensive attention. OCB plays a vital role in promoting
organizational change, improving enterprise innovation ability and creating greater value for
the organization. How to stimulate employees; organizational citizenship behavior has become
the focus of managers. Leaders play an important role in stimulating employees;
organizational citizenship behavior. Different leadership styles will make employees show
different degrees of organizational citizenship behavior. Leaders can meet the basic
psychological needs of employees through their unique style and a series of actions, so as to
stimulate employees; organizational citizenship behavior. Shared leadership emphasizes
sharing power, knowledge resources and other resources with employees, and sharing
leadership responsibilities, which can better stimulate employees; organizational citizenship
behavior.
By combing previous studies, this thesis selects shared leadership and organizational
citizenship behavior as the research object, and further subdivides organizational citizenship
behavior into challenging organizational citizenship behavior (COCB) and affiliative
organizational citizenship behavior (AOCB), so as to build a theoretical research model.
Based on self-determination theory and leadership contingency theory, this thesis uses
intrinsic motivation as intermediary variable and power distance tendency as regulating
variable to explore the influence mechanism of shared leadership on organizational
citizenship behavior. The research selected the authoritative scale in the field of organization
and management to prepare the questionnaire. Taking the enterprise employees in the Chinese
social situation as the main body, a total of 298 valid questionnaires were collected and used
spss22 0 and amos24 0 software to sort out the questionnaire and empirical analysis, and
verify the hypothesis.
The results are as follows: (1) shared leadership can significantly promote employees;
affiliative organizational citizenship behavior; (2) Shared leadership can significantly promote
employees; challenging organizational citizenship behavior; (3) Shared leadership can
significantly improve the internal motivation of employees; (4) Employees; intrinsic
motivation plays an intermediary role between shared leadership and employees; obedient
organizational citizenship behavior; (5) The intrinsic motivation of employees plays an
intermediary role between shared leadership and challenging organizational work behavior; (6)
Power distance tendency has a moderating effect on the role of shared leadership on
employees; internal motivation.
II Abstract
Through the discussion of the results, this thesis can provide the following suggestions
for the management practice of enterprises: first, in the recruitment process, enterprises can
select candidates with shared leadership characteristics from the outside, and actively carry
out relevant manager training to make enterprise managers show more shared behavior
characteristics; Second, the leaders of enterprises should pay more attention to the basic
psychological needs of employees in their work, actively implement shared leadership
behavior, and enhance the internal motivation of employees, so as to promote the occurrence
of organizational citizenship behavior of team members; Third, leaders should pay more
attention to employees with strong intrinsic motivation and low power distance tendency in
enterprise management, and enhance their intrinsic motivation and meet their power needs in
many aspects, so as to stimulate their organizational citizenship behavior.
Key Words: shared leadership; Intrinsic motivation; Power distance tendency; Organizational
citizenship Behavior
III