摘要
摘要
赋能（enable）一词是近几年研究者和管理者广泛关注的话题。所谓赋能
是指信息时代背景下，组织为员工提供全面的能力支持，提供适宜的组织环境，
运转机制，使员工价值创造潜能最大限度的自我激励出来，进而保证组织目标
的达成（罗仲伟，2017）。创业之初，TY公司对人才的要求是充满激情、充满
斗志、充满锐气的年轻团队。2019年公司吸并上市，提出成为省内行业头部企
业的5年战略规划。基于战略人力资源的管理，需要具有前瞻性、洞察力、敏
锐力、决断力的人才匹配企业的发展。中层管理者作为公司核心人力资源，是
战略执行落地的强有力支撑，对其进行赋能对TY公司发展至关重要。因此利用
MBA学习机会,以此作为毕业论文选题，深入探讨 TY公司中层管理者赋能研究。
本文通过文献资料的学习，明确了赋能的内涵及理论基础，通过文献学习
赋能在企业中应用的成功案列。详细查阅TY公司相关资料,从而获得对中层管
理人员概况及赋能现状的整体了解。然后，应用王辉、李超平经过信度和效度
研究的成熟问卷对中层管理者进行赋能情况问卷调查，根据调查数据的分析结
合中层管理的访谈，对TY公司中层管理者赋能现状进行深入分析。力图在前人
对赋能研究成果的基础上，对TY公司中层管理者赋能的研究进行整合和完善。
因此，本文的核心是：通过文献研究阐述赋能与赋权的区别及联系，对赋能进
行定义，赋能（enable）是使赋能对象创造性、创新性、且具有能力及能量完
成组织目标的一系列管理行为。赋能的实施过程包括分享信息、赋以权利、营
造良好的组织氛围，培训及辅导，从而促使个人行动能力得以提高、个人工作
意愿得以调动，正向促进组织高绩效的达成。本研究根据赋能的定义及内涵对
TY公司中层管理人员赋能进行现状介绍及问题分析，为TY公司提出具体赋能
对策。具体地说，本文通过下述两个方面的集中讨论来展开研究：第一，赋能
的概念、本质，理清赋能的理论基础以及企业在实施赋能过程中的工作内容
（第二章）；第二，如何正确为TY公司中层管理者进行赋能。
通过本文研究TY公司赋能中层管理者存在组织管理模式僵化、活力不够、
职业发展空间有限、培训及辅导有待优化等影响赋能的因素。结合赋能相关理
论和TY公司的实际情况，因地制宜地提出赋能改进对策。得出以下结论：1、
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摘要
明确了赋能的定义：赋能是使赋能对象创造性、创新性且具有能力及能量完成
组织目标的一系列管理行为。赋能的实施过程包括分享信息、赋以权利、培训
及辅导。2、针对TY公司实际情况提出了赋能对策。
关键词:中层管理者，赋能
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Abstract
ABSTRACT
The term "enable" has been a topic of widespread concern among researchers and
managers in recent years. The so-called enable means that under the background of the
information age, the organization provides employees with comprehensive ability
support, provides a suitable organizational environment and operation mechanism, and
maximizes the self-motivation of employees’ value creation potential, thereby
ensuring the achievement of organizational goals (Luo Zhongwei, 2017). ). At the
beginning of the business, TY company's requirements for talents are young teams full
of passion, fighting spirit and spirit. In 2019, the company was absorbed and listed,
and proposed a 5-year strategic plan to sit among the tops of the industry on a
provincial level. The strategy-based management of human resources calls for
prospective, insightful, keen and decisive talents to match the development of the
enterprise. As the company's core human resources, middle-level managers are a
strong support for the implementation of strategies, and their enable is crucial to the
development of TY Company. Therefore, using the MBA learning opportunity as the
topic of the graduation thesis, we will deeply explore the research on the enable of
middle managers in TY Company.
Based on relevant literature study, the implication and theoretical foundation of
Enable will be elucidated in this paper); moreover, enable has also been successfully
applied in enterprises. After thoroughly going through TY company-related
materials, an overall picture of the middle management and its ‘enabling’ status quo
has been created and learned. Then by applying the mature questionnaires of Wang
Hui and Li Chaoping, which has gone through reliability and validity research,
combing interviewing the middle managers and the analysis of the survey data, the
conduct of enabling by middle managers in the TY company have been accessed. This
paper’s aim is placed on the integration and improvement of existing research around
the concept of “enabling”. Therefore, the core of this paper is: to explain the
difference and connection between empowerment and enable through literature
research, and to define enable. Enable is to enable the empowered object to be creative,
innovative, and have the ability and energy to accomplish organizational goals. a
series of management behaviors. The implementation process of enable includes
sharing information, empowering rights, producing a favorable organizational
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