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首页> 外文期刊>Journal of the Korean Society of Food Science and Nutrition >A Verification on the Effectiveness of Middle Managers' Emotional Leadership in Food Service Management Companies
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A Verification on the Effectiveness of Middle Managers' Emotional Leadership in Food Service Management Companies

机译：食品服务管理公司中层管理人员情感领导力有效性的验证

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The purposes of this study were to: a) provide evidences concerning the effects of emotional leadership b) examine the impacts of emotional leadership on employee-related variables, 'job satisfaction', 'organizational commitment', 'organizational performance' and 'turnover intention', and c) identify a conceptual framework underlying emotional leadership. A survey was conducted from August 23 to November 3, 2005 to collect data from mid-level managers in food service company headquarters (N=219). Statistical analyses were completed using SPSS Win (12.0) for descriptive, reliability, factor and correlation analyses and AMOS (5.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. First,the managers gave the highest point to their leaders in the emotional leadership competence 'organizational awareness: reading the currents, decision networks, and politics at the organizational level' and gave the lowest point in the emotional leadership competence 'influence: wielding effective tactics for persuasion'. Second, the means of job satisfaction was above the midpoint (3 points). Employees' job satisfaction with 'coworkers' was relatively high. However, the extents of satisfaction with 'payroll', 'promotion', and 'work environment' were relatively low. Third, the organizational commitment was above the midpoint (3 points). In the organizational commitment, 'loyalty' factor was higher than 'commitment' factor. Fourth, the means of organizational performance was above the midpoint. The highest organizational performance variable was 'internal efficiency; trying to reduce cost' and the lowest organizational performance variable was 'internal fairness; equitable treatment and all are treatedwith respect with no regard to status and grade'. Fifth, most respondents intended on 'thinking of quitting; towards turnover process'. Sixth, the test of hypothesis using structural equation modeling found that emotional leadership produced positive effects on job attitude and job performance. Emotional leadership enhanced job satisfaction and organizational commitment, and in turn, employees' attitude produced positive effects on organizational performance; emotional leadership also had a direct impact on organizational performance
机译：这项研究的目的是：a）提供有关情绪领导力影响的证据b）检查情绪领导力对员工相关变量，“工作满意度”，“组织承诺”，“组织绩效”和“离职意向”的影响'，和c）确定情感领导力的概念框架。 2005年8月23日至11月3日进行了一项调查，从食品服务公司总部的中层管理人员那里收集数据（N = 219）。使用SPSS Win（12.0）进行描述性，可靠性，因子和相关性分析，使用AMOS（5.0）进行确认性因子分析和结构方程建模，从而完成统计分析。这项研究的主要结果如下。首先，管理者在情感领导能力“组织意识：在组织层面上阅读潮流，决策网络和政治”中给领导者最高的评价，而在情感领导能力中“影响力：运用有效策略”给最低点进行说服”。其次，工作满意度的方法高于中点（3分）。员工对“同事”的工作满意度较高。但是，对“薪资”，“晋升”和“工作环境”的满意程度相对较低。第三，组织承诺高于中点（3分）。在组织承诺中，“忠诚”因素高于“承诺”因素。第四，组织绩效的手段高于中点。最高的组织绩效变量是“内部效率”。试图降低成本”，最低的组织绩效变量是“内部公平性”;平等对待，一切都与地位和职等无关。第五，大多数受访者都打算“想戒烟”。走向周转过程”。第六，使用结构方程模型进行的假设检验发现，情绪领导对工作态度和工作绩效产生积极影响。情感领导提高了工作满意度和组织承诺，反过来，员工的态度也对组织绩效产生了积极影响;情绪领导对组织绩效也有直接影响

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