差序式领导对员工建言行为的影响开题报告

1. 研究目的与意义

在管理领域，下属的工作行为在组织行为学领域一直保持着非常高的话题性。

近年来对工作行为的研究从角色内行为已经扩展到角色外行为。

从以往的研究来看，对于角色外行为的研究主要集中在两个方面，一个是组织公民行为，另一个是情景绩效，但是对于角色内的研究比较欠缺，比如员工的建言行为相关研究还缺乏相关文献的理论研究。

2. 研究内容和预期目标

通过对差序式领导相关研究的总结，发现针对中国本土的研究还相对较少。

差序式领导作为一种新兴的理论但是又普遍存在领导风格的相关研究处于刚刚起步的阶段，本文将深入了解和研究差序式领导作为华人领导所普遍存在的一般现象。

本文以中国大陆本土组织情境下企业员工为例采用实证研究的方法，探讨差序式领导对于员工建言行为的影响机理，深入了解员工的工作积极程度这一调节变量在差序式领导对员工建言行为之间的作用机制，以及以学历作为虚拟变量探索其中的差异。

3. 国内外研究现状

关于差序式领导的相关研究在国内的研究还比较少，也仅仅在台湾学者的研究中才能搜索到了了十几篇文章，而关于组织行为中比较重要得中介和调节变量的研究更是屈指可数，并且基于领导理论对于复杂模型的建立也是一个比较难得课题。

4. 计划与进度安排

1.被试选取：采用方便取样的方法，分别从五个城市南京、兰州、莆田、沈阳等选取不同性质企事业单位员工作为研究样本。

2.数据收集：通过网络问卷和纸质问卷等形式共发放问卷 400份，将回收的问卷剔除漏答、不认真作答的、全填写某单个选项的，筛选出有效问卷用于统计分析。

3.统计方法：主要包括描述性统计、相关分析、探索性因素分析、验证性因素分析、多元回归分析、路径分析等统计方法。

5. 参考文献

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