领导风格感知对临床护士逢迎行为的影响

夏春晓; 倪乐丹; 吴洁; 冯永增; 程坚伟

doi:10.16766/j.cnki.issn.1674-4152.002793

领导风格感知对临床护士逢迎行为的影响

doi: 10.16766/j.cnki.issn.1674-4152.002793

1.
温州医科大学附属第二医院消毒供应中心, 浙江温州 325088
2.
温州医科大学附属第二医院护理部
3.
温州医科大学附属第二医院骨科
4.
温州医科大学附属第二医院麻醉科

基金项目:

浙江省医药卫生科技计划项目 2020KY183

浙江省温州市科技局项目 Y20180577

详细信息

通讯作者:
倪乐丹, E-mail: xiacx69696@163.com

中图分类号: R192.6
计量
- 文章访问数: 128
- HTML全文浏览量: 32
- PDF下载量: 3
- 被引次数: 0
出版历程
- 收稿日期: 2022-04-10
- 网络出版日期: 2023-02-07

Influence of leadership style perception on ingratiation behaviour of clinical nurses

1.
Department of Central Sterile Supply, the Second Affiliated Hospital of Wenzhou Medical University, Wenzhou, Zhejiang 325088, China

摘要

摘要: 目的探讨三甲医院临床护士领导风格感知对逢迎行为的影响，以及调节焦点在其中所起的作用，以期为临床护理管理工作提供新的视角和一定的参考依据。方法使用方便抽样于2021年6—9月选择浙江省温州市2所三甲医院的392名临床护士作为研究对象。采用一般资料调查表、领导风格量表、逢迎特质量表和调节焦点量表进行问卷调查。结果领导风格感知得分从高到低依次为变革型领导[(3.58±0.76)分]、交易型领导[(3.20±0.69)分]和放任型领导[(2.79±0.58)分]。逢迎行为得分为(87.15±16.57)分，条目均分(3.62±0.72)分，防御焦点得分为(3.55±0.62)分，促进焦点得分为(3.13±0.63)分。防御焦点在交易型领导风格和逢迎行为间起调节作用(ΔR²=0.043，β=0.168，P < 0.01)；促进焦点在变革型领导风格和逢迎行为间起调节作用(ΔR²=0.072，β=0.204，P < 0.01)。结论临床护理管理者应正视逢迎行为的存在，构建和谐、互惠、包容的组织环境，恰当地引导逢迎行为的方向，了解临床护士的调节焦点和自己的管理风格，并合理地进行岗位分配，以提高临床护士的工作积极性。
- 临床护士 /
- 逢迎行为 /
- 领导风格 /
- 防御焦点 /
- 促进焦点
Abstract: Objective To explore the influence of leadership style perception on ingratiation behaviour in clinical nurses of tertiary hospitals and the role of regulatory focus between them, and provide a new perspective and reference for clinical nursing management. Methods A total of 392 nurses were selected from two tertiary hospitals in Wenzhou, Zhejiang Province from June to September 2021 by convenience sampling. The basic data questionnaire, leadership styles scale, ingratiation characteristics scale and regulatory focus scale were used in the investigation. Results The leadership style was scored from high to low as follows: transformational leadership (3.58±0.76) points, transactional leadership (3.20±0.69) points and laissez-faire leadership (2.79±0.58) points. The score of ingratiation behavior was (87.15±16.57) points with the item average score of (3.62±0.72) points. The scores of prevention focus and promotion focus were (3.55±0.62)points and (3.13±0.63)points, respectively. The scores of prevention focus and promotion focus were Prevention focus played a moderating role in the influence of transactional leadership style on ingratiation behaviour (△R²=0.043, β=0.168, P < 0.01). Promotion focus played a moderating role in the influence of transformational leadership style on ingratiation behaviour (△R²=0.072, β=0.204, P < 0.01). Conclusion Clinical nursing managers should recognise the existence of ingratiation behaviour, construct a harmonious, mutually beneficial and inclusive organisational environment, properly guide the direction of ingratiation behaviour, understand the regulatory focus of clinical nurses and their own leadership style, reasonably assign posts and improve the enthusiasm of clinical nurses.
- Clinical nurses /
- Ingratiation behaviour /
- Leadership style /
- Prevention focus /
- Promotion focus

HTML全文

表 1 领导风格感知、逢迎行为和调节焦点得分情况(n=392)

Table 1. The scores of leadership style perception, ingratiation behavior and regulatory focus (n=392)

项目	得分(x±s，分)	条目均分(x±s，分)
领导风格
变革型领导	28.66±5.85	3.58±0.76
交易型领导	16.04±3.48	3.20±0.69
放任型领导	11.20±2.34	2.79±0.58
逢迎行为	87.15±16.57	3.62±0.72
观点遵从	26.55±5.13	3.79±0.73
恭维他人	25.60±4.92	3.66±0.70
施惠对方	21.27±4.10	3.54±0.68
自我表现	13.66±2.31	3.42±0.57
调节焦点
防御焦点	31.99±5.58	3.55±0.62
促进焦点	28.19±5.70	3.13±0.63

下载: 导出CSV

表 2 逢迎行为影响因素的单因素分析(n=392)

Table 2. Univariate analysis of the factors affecting ingratiation behavior(n=392)

项目	人数(%)	逢迎行为得分(x±s，分)	统计量	P值
年龄(岁)
≤30	138(35.2)	84.76±15.73	3.262^a	0.039
>30~40	167(42.6)	87.55±16.01
>40	87(22.2)	90.16±16.22
性别
男性	19(4.8)	78.86±16.37	2.262^b	0.024
女性	373(95.2)	87.57±16.41
文化程度
大专及以下	91(23.2)	89.45±16.41	1.774^a	0.171
本科	202(51.5)	87.13±16.13
硕士及以上	99(25.3)	85.07±15.79
婚姻状况
已婚	248(63.3)	87.73±16.42	0.928^b	0.354
未婚/离异/丧偶	144(36.7)	86.15±16.14
平均月收入(元)
≤5 000	198(50.5)	88.07±16.33	0.643^a	0.526
>5 000~10 000	168(42.9)	86.20±16.24
>10 000	26(6.6)	86.28±15.91
工作年限(年)
≤5	119(30.4)	85.37±16.03	1.488^a	0.227
>5~10	151(38.5)	87.06±16.33
>10	122(31.1)	88.99±16.29
职称
初级及以下	146(37.3)	86.36±15.98	0.300^a	0.741
中级	213(54.3)	87.53±16.11
高级	33(8.4)	88.16±16.38
聘用方式
正式在编	115(29.3)	88.39±16.30	0.892^a	0.411
人事代理	174(44.4)	87.32±16.23
合同制	103(26.3)	85.48±15.82
科室
内科	103(26.3)	86.27±15.86	0.334^a	0.801
外科	92(23.5)	88.04±16.14
ICU/手术室	80(20.4)	88.11±16.20
其他	117(29.8)	86.57±15.97
注：^a为F值，^b为t值。

下载: 导出CSV

表 3 领导风格感知、逢迎行为和调节焦点间的相关性分析(r值)

Table 3. Correlation between leadership style perception, ingratiation behavior and regulatory focus(r)

项目	1	2	3	4	5	6
1.交易型领导	1
2.变革型领导	0.101	1
3.放任型领导	0.098	-0.189^a	1
4.逢迎行为	0.337^b	0.370^b	0.092	1
5.防御焦点	0.311^b	0.166^a	0.201^b	0.349^b	1
6.促进焦点	-0.087	0.418^b	0.111	0.287^b	0.110	1
注：^aP < 0.05，^bP < 0.01。

下载: 导出CSV

表 4 调节焦点在交易型领导风格和逢迎行为间的调节作用(n=392)

Table 4. The moderating role of regulatory focus between transactional leadership style and ingratiation behavior(n=392)

自变量(防御焦点)	逢迎行为				自变量(促进焦点)	逢迎行为
自变量(防御焦点)	模型1	模型2	模型3	模型4	自变量(促进焦点)	模型3	模型4
年龄	0.422^a	0.398^a	0.314^a	0.287^a	年龄	0.344^a	0.303^a
交易型领导		0.328^a	0.316^a	0.302^a	交易型领导	0.308^a	0.276^a
防御焦点			0.331^a	0.299^a	促进焦点	0.249^a	0.193^a
交易型领导×防御焦点交互项				0.168^a	交易型领导×促进焦点交互项		0.069
R²值	0.106	0.243	0.337	0.380	R²值	0.331	0.351
ΔR²值		0.137	0.094	0.043	ΔR²值	0.088	0.020
F值	10.115	21.259	27.405	31.583	F值	26.007	25.782
注：^aP < 0.01，促进焦点调节作用的回归模型1与模型2与防御焦点相同。

下载: 导出CSV

表 5 调节焦点在变革型领导风格和逢迎行为间的调节作用(n=392)

Table 5. The moderating role of regulatory focus between transformational leadership style and ingratiation behavior(n=392)

自变量(防御焦点)	逢迎行为				自变量(促进焦点)	逢迎行为
自变量(防御焦点)	模型1	模型2	模型3	模型4	自变量(促进焦点)	模型3	模型4
年龄	0.422^a	0.384^a	0.326^a	0.301^a	年龄	0.304^a	0.276^a
变革型领导		0.359^a	0.311^a	0.285^a	变革型领导	0.302^a	0.299^a
防御焦点			0.222^a	0.184^a	促进焦点	0.396^a	0.358^a
变革型领导×防御焦点交互项				0.053	变革型领导×促进焦点交互项		0.204^a
R²值	0.106	0.228	0.331	0.357	R²值	0.356	0.428
ΔR²值		0.122	0.103	0.026	ΔR²值	0.128	0.072
F值	10.115	20.049	26.985	26.006	F值	27.913	38.115
注：^aP < 0.01，促进焦点调节作用的回归模型1与模型2与防御焦点相同。

下载: 导出CSV

参考文献(20)

[1]	李晶晶. 下属逢迎特质对其促进性建言行为的影响研究[D]. 沈阳: 辽宁大学, 2020. LI J J. A study on the influence of subordinates' ingratiation on their promoting voice behavior[D]. Shenyang: Liaoning University, 2020.
[2]	秦雨雁. 同事逢迎对员工反生产行为的影响研究[D]. 南京: 南京财经大学, 2021. QIN Y Y. Research on the influence of coworker ingratiation on counterproductive work behavior of employees[D]. Nanjing: Nanjing University of Finance and Economics, 2021.
[3]	詹小慧, 刘云. 组织情境中的员工逢迎行为及相关研究[J]. 当代经济管理, 2021, 43(1): 76-81. https://www.cnki.com.cn/Article/CJFDTOTAL-DJGL202101011.htm ZHAN X H, LIU Y. Employee ingratiation behavior in organizational context and related research[J]. Contemporary Economic Management, 2021, 43(1): 76-81. https://www.cnki.com.cn/Article/CJFDTOTAL-DJGL202101011.htm
[4]	YAN M, XIE Y P, ZHAO J, et al. How ingratiation links to counterproductive work behaviors: The roles of emotional exhaustion and power distance orientation[J]. Front Psychol, 2020, 11: 2238. DOI: 10.3389/fpsyg.2020.02238.
[5]	SUN H, GUO H B, WANG K, et al. Upward ingratiation outside the workplace and supervisor ' s human resource decisions: Moderating effect of Zhongyong thinking[J]. Front Psychol, 2021, 12: 636756. DOI: 10.3389/fpsyg.2021.636756.
[6]	董超, 赵小云. 逢迎的效用及其作用机制研究述评[J]. 绵阳师范学院学报, 2021, 40(7): 73-81, 86. https://www.cnki.com.cn/Article/CJFDTOTAL-MYSF202107011.htm DONG C, ZHAO X Y. Review on the utility and mechanism of ingratiation[J]. Journal of Mianyang Teachers' College, 2021, 40(7): 73-81, 86. https://www.cnki.com.cn/Article/CJFDTOTAL-MYSF202107011.htm
[7]	张楚宁. 权威型领导感知对临床护士沉默行为的影响及人格特质中介效应分析[D]. 开封: 河南大学, 2021. ZHANG C N. The influence of authoritative leadership perception on clinical nurses' silent behavior and its mediating effect[D]. Kaifeng: Henan University, 2021.
[8]	李锡元, 张亚丽, 龚湛雪. 辱虐管理激发员工的逢迎行为: 自尊的中介作用和调节焦点的调节作用[J]. 商业经济与管理, 2018(12): 43-53. https://www.cnki.com.cn/Article/CJFDTOTAL-SYJG201812006.htm LI X Y, ZHANG Y L, GONG Z X. Abusive supervision motivates employees' ingratiation behavior: the mediation of self-esteem and the moderation of the regulatory focus[J]. Journal of Business Economics, 2018(12): 43-53. https://www.cnki.com.cn/Article/CJFDTOTAL-SYJG201812006.htm
[9]	许晟. 调节焦点视角员工追随选择分化: 前因与后果的影响机制[J]. 心理科学进展, 2018, 26(3): 400-410. https://www.cnki.com.cn/Article/CJFDTOTAL-XLXD201803003.htm XU S. The differentiation of employee followership from the perspective of regulatory focus: influence mechanism of causes and effects[J]. Advances in Psychological Science, 2018, 26(3): 400-410. https://www.cnki.com.cn/Article/CJFDTOTAL-XLXD201803003.htm
[10]	曹元坤, 徐红丹. 调节焦点理论在组织管理中的应用述评[J]. 管理学报, 2017, 14(8): 1254-1262. doi: 10.3969/j.issn.1672-884x.2017.08.017 CAO Y K, XU H D. Review on the application of regulatory focus theory in organizational management[J]. Chinese Journal of Management, 2017, 14(8): 1254-1262. doi: 10.3969/j.issn.1672-884x.2017.08.017
[11]	王艳子, 朱湘玲. 调节焦点对员工建设性越轨行为的影响机制[J]. 外国经济与管理, 2021, 43(4): 50-63. https://www.cnki.com.cn/Article/CJFDTOTAL-WGJG202104004.htm WANG Y Z, ZHU X L. The influence mechanism of regulatory focuses on employees' constructive deviance[J]. Foreign Economies & Management, 2021, 43(4): 50-63. https://www.cnki.com.cn/Article/CJFDTOTAL-WGJG202104004.htm
[12]	刘朝, 张欢, 王赛君, 等. 领导风格、情绪劳动与组织公民行为的关系研究: 基于服务型企业的调查数据[J]. 中国软科学, 2014(3): 119-134. https://www.cnki.com.cn/Article/CJFDTOTAL-ZGRK201403011.htm LIU C, ZHANG H, WANG S J, et al. Leadership style, emotional labor and organizational citizenship behavior: an empirical research based on service enterprises[J]. China Soft Science, 2014(3): 119-134. https://www.cnki.com.cn/Article/CJFDTOTAL-ZGRK201403011.htm
[13]	王国锋, 黄宛凌, 钟燕宜. 以台湾服务业为视角的自我牺牲型领导与下属亲社会行为研究[J]. 管理学报, 2013, 10(9): 1309-1315. https://www.cnki.com.cn/Article/CJFDTOTAL-GLXB201309010.htm WANG G F, HUANG W L, ZHONG Y Y. Self-sacrificial leadership and follower's prosocial behavior: evidence from Taiwan's service industry[J]. Chinese Journal of Management, 2013, 10(9): 1309-1315. https://www.cnki.com.cn/Article/CJFDTOTAL-GLXB201309010.htm
[14]	李磊, 尚玉钒, 席酉民. 基于调节焦点理论的领导语言框架对下属创造力的影响研究[J]. 科研管理, 2012, 33(1): 127-137. https://www.cnki.com.cn/Article/CJFDTOTAL-KYGL201201017.htm LI L, SHANG Y F, XI Y M. The effect mechanism of leaders' linguistic frame on followers' creativity based on regulatory focus theory[J]. Science Research Management, 2012, 33(1): 127-137. https://www.cnki.com.cn/Article/CJFDTOTAL-KYGL201201017.htm
[15]	赵忠阳, 刘淳, 任杰, 等. 护士长多元领导风格与护士工作满意度相关性研究[J]. 中国医院管理, 2019, 39(9): 76-77. https://www.cnki.com.cn/Article/CJFDTOTAL-YYGL201906032.htm ZHAO Z Y, LIU C, REN J, et al. Research of correlation between multiple leadership styles of head nurses and job satisfaction of nurses[J]. Chinese Hospital Management, 2019, 39(9): 76-77. https://www.cnki.com.cn/Article/CJFDTOTAL-YYGL201906032.htm
[16]	孙涛, 曹秋茹, 张淑娥, 等. 城市社区全科医生职业满意度及其影响因素[J]. 中华全科医学, 2017, 15(2): 183-185. doi: 10.16766/j.cnki.issn.1674-4152.2017.02.001 SUN T, CAO Q R, ZHANG S E, et al. The influence factors of career satisfaction of general practitioner in city's community health service institution[J]. Chinese Journal of General Practice, 2017, 15(2): 183-185. doi: 10.16766/j.cnki.issn.1674-4152.2017.02.001
[17]	张丽青, 俞英, 潘婷婷, 等. 护士长领导力对手术室护士工作沉浸度的影响[J]. 医院管理论坛, 2017, 34(4): 40-44. https://www.cnki.com.cn/Article/CJFDTOTAL-GWYG201704013.htm ZHANG L Q, YU Y, PAN T T, et al. The impact of head nurse leadership on dedication to work of operating room nurses[J]. Hospital Management Forum, 2017, 34(4): 40-44. https://www.cnki.com.cn/Article/CJFDTOTAL-GWYG201704013.htm
[18]	胡敏华, 许昌成. 职场逢迎行为效应的研究综述[J]. 湖北经济学院学报(人文社会科学版), 2018, 15(6): 75-78. https://www.cnki.com.cn/Article/CJFDTOTAL-HBRW201806023.htm HU M H, XU C C. Research review on the effect of workplace ingratiation behavior[J]. Journal of Hubei University of Economics(Humanities and Social Sciences), 2018, 15(6): 75-78. https://www.cnki.com.cn/Article/CJFDTOTAL-HBRW201806023.htm
[19]	陈晓暾, 程姣姣. 交易型领导的影响因素及双向行为机制分析[J]. 中国人事科学, 2020(7): 27-36. https://www.cnki.com.cn/Article/CJFDTOTAL-ZRKX202007005.htm CHEN X T, CHEN J J. Analysis of the influencing factors and two-way behavior mechanism of trading leadership[J]. Chinese Personal Science, 2020(7): 27-36. https://www.cnki.com.cn/Article/CJFDTOTAL-ZRKX202007005.htm
[20]	张淑娥, 曹秋茹, 孙少星, 等. 基于组织行为学视角全科医生绩效的实证研究[J]. 中华全科医学, 2017, 15(1): 113-115, 119. doi: 10.16766/j.cnki.issn.1674-4152.2017.01.035 ZHANG S E, CAO Q R, SUN S X, et al. An empirical research of task performance of general practitioner based on organizational behavior perspective[J]. Chinese Journal of General Practice, 2017, 15(1): 113-115, 119. doi: 10.16766/j.cnki.issn.1674-4152.2017.01.035