自我决定理论视角下的领导力训练转移:领导者动机的作用

IF 5 3区 管理学 Q1 MANAGEMENT Journal of Leadership & Organizational Studies Pub Date : 2020-10-09 DOI:10.1177/1548051820962504
Susanne Tafvelin, A. Stenling
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引用次数: 7

摘要

本研究旨在探讨领导者不同类型的训练前动机对领导力训练迁移的影响。利用自我决定理论,我们从员工评价的领导者需求支持改善的角度,考察了自主动机和受控动机在短期和长期迁移中的作用。数据收集与领导力培训项目相结合,该项目旨在增加市政领导(n = 20名领导及其n = 323名员工)的需求支持,并在培训前、培训后和培训后4个月向领导和员工发送调查问卷。贝叶斯多水平模型表明,领导者的自主预激励(估计= 0.17,95%置信区间[CI: 0.030, 0.329])和受控预激励(估计= 0.08,95% CI[0.013, 0.150])与需求支持的短期改善有关。虽然这两种动机对训练后4个月的迁移都没有可靠的长期影响,但95%可信区间表明自主动机的影响(估计值= 0.13,95% CI[−0.004,0.269])最有可能是积极的。我们的研究证明了使用基于理论的多维视角来预测训练迁移的有效性,并增加了对其影响的时间感知。我们的研究还指出,不仅要在工作中培养自主动机,还要认识到受控动机的潜力。
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A Self-Determination Theory Perspective on Transfer of Leadership Training: The Role of Leader Motivation
The purpose of the present research was to investigate how leaders’ different types of pretraining motivation may influence transfer of leadership training. Drawing on self-determination theory, we examined the role of autonomous and controlled motivation for short- and long-term transfer in terms of employee-rated improvements of leaders’ need support. Data were collected in conjunction with a leadership training program that was aimed at increasing need support among municipality leaders (n = 20 leaders and their n = 323 employees), and surveys were sent to leaders and employees before training, posttraining, and 4 months after training. Bayesian multilevel modeling suggests that autonomous (Estimate = 0.17, 95% confidence interval [CI: 0.030, 0.329]) and controlled (Estimate = 0.08, 95% CI [0.013, 0.150]) premotivation among leaders are related to short-term improvements in need support. Although neither type of motivation had a credible long-term effect on transfer 4 months after the training, the 95% credibility interval indicate that the effect of autonomous motivation (Estimate = 0.13, 95% CI [−0.004, 0.269]) most likely is positive. Our study demonstrates the usefulness of using a theory-based multidimensional perspective on predictors of training transfer and on adding a temporal perceptive on their effects. Our study also points toward the importance of not only fostering autonomous motivation at work but recognizing the potential in controlled motivation.
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来源期刊
CiteScore
9.70
自引率
2.10%
发文量
23
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