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首页> 外文会议>AMA Summer Academic Conference >Transformational Leadership and Salesperson Job Satisfaction: The Mediating Effects of Psychological Empowerment and Employee Vigor
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Transformational Leadership and Salesperson Job Satisfaction: The Mediating Effects of Psychological Empowerment and Employee Vigor

机译：转型领导和营业员工作满意度：心理赋权和员工活力的调解效果

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摘要

Today's selling environment emphasizes the use of leadership to improve work outcomes.Among the various leadership styles, managers with transformational leadership style are able to raise salespeople's awareness of the value in achieving organizational goals, encourage salespeople to transcend their own self-interests for the sake of the organization, provide charismatic vision and intellectual stimulation, and attend to the unique individual development and growth needs of each salesperson(e.g., Kotter 2000).In this research we examine whether psychological empowerment, composed of four dimensions(i.e., meaning, competence, self-determination, and impacts)(Spreitzer 1995), or employee vigor, referring to employees’perception of being energetic at work in a positive way(Shirom 2011), or both of them, mediates the relationship between transformational leadership and salesperson job satisfaction, and if so, whether it is a full or partial mediation.Based on job characteristic theory(Hackman and Oldham 1976)and affective events theory(Weiss and Cropanzano 1996), we hypothesize that the positive relationship between transformational leadership and salesperson job satisfaction is mediated by both psychological satisfaction and employee vigor.
机译：今天的销售环境强调了领导能力，以改善工作成果。司法人士，具有转型领导风格的经理能够提高销售人员对实现组织目标的价值的认识，鼓励销售人员为缘故超越自己的自身利益本组织，提供魅力的愿景和智力刺激，并参加每个销售人员的独特个人发展和增长需求（例如，Kotter 2000）。在本研究中，我们检查了心理赋权，由四个维度组成（即意义，竞争力，自我决定和影响）（Spreitzer 1995）或雇员活力，指的是以积极的方式（Shirom 2011）或他们两人在工作中的精力充沛的员工介绍了转型领导和销售人员工作之间的关系满意度，如果是这样，是否是一个完整或部分调解。基于工作特征理论（HAC Kman和Oldham 1976）和情感事件理论（Weiss和Cropanzano 1996），我们假设转型领导力与销售人员工作满意度之间的积极关系是由心理满意度和员工活力的介绍。

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