学校代码：10200 研究生学号：LIUYING2022
分 类 号：F270 密级：无
硕士学位论文
变革型领导对员工职业成长的影响研究
—以员工工作态度为中介变量
Research on the Influence of Transformational Leadership on the
Career Growth of Employees
——Taking Employees; Work Attitude as the Mediating Variable
作者：刘 莹
指导教师：杨薇臻 副教授
一级学科：工商管理
二级学科：企业管理
研究方向：人力资源管理
学位类型：同等学力
东北师范大学学位评定委员会
2022 年 11 月
硕士学位论文
学位论文评阅专家及答辩委员会人员信息
论文题目变革型领导对员工职业成长的影响研究
—以员工工作态度为中介变量
作者 刘 莹
指导教师 杨薇臻 副教授
评阅人 1 匿名评阅
论文评阅人评阅人 2 匿名评阅
评阅人 3 匿名评阅
学
主席吕康银 东北师范大学 教授
位
廉晓梅吉林大学 教授
论
教授
文张树山 东北师范大学
答杜晨妍 东北师范大学 教授
委员
辩
王 影东北师范大学副教授
委
员
会
独 创 性 声 明
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人和集体，均已在文中作了明确的说明。本声明的法律结果由本人承担。
学位论文作者签名： 日期： 2022 年 11 月 27 日
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摘 要
在百年变局和世纪疫情相互交织的多元化背景下，组织结构、管理模式和雇佣模式
也发生着剧烈变化，双向选择、竞争上岗、裁员及离职现象更加普遍。面临着不确定的
外部环境，企业为了生存与发展，对员工的能力要求变得更高，同时员工为了获得职场
上的竞争优势，更加注重自身的职业成长。
本文以变革型领导对员工的职业成长影响为研究核心，分别对变革型领导、员工工
作态度、员工职业成长文献资料做了综合分析。将社会交换理论作为本文研究的理论基
础，构建假设模型和提出研究假设，沿用学者开发的成熟量表，进行调查问卷设计、发
放和回收。运用 SPSS26.0 软件对收集的数据进行独立样本 T 检验和方差分析、信效度
检验、相关性和回归分析，探究变革型领导对员工职业成长的作用机理，得到以下结论：
（1）相关分析可知变革型领导与员工职业成长呈现正相关（相关系数=0.411，p<0.01）。
变革型领导与工作满意度呈现正相关（相关系数=0.547，p<0.01）。变革型领导与情感
承诺呈现正相关（相关系数=0.307，p<0.01）。工作满意度、情感承诺与员工职业成长
相关系数为0.369、0.186，且 p<0.01，呈现正相关。（2）变革型领导、员工工作态度（包
含工作满意度和情感承诺）对员工职业成长有正向影响。变革型领导对员工工作态度（包
含工作满意度和情感承诺）有显著的正向促进作用。员工工作态度中工作满意度在变革
型领导与员工职业成长间发挥完全中介作用，情感承诺发挥部分中介作用。（3）根据社
会交换理论中互惠互利原则，变革型领导正向影响员工工作满意度和情感承诺，高效的
工作满意度和情感承诺对员工的身体健康和工作产生正向的影响，可提高员工在组织内
的工作绩效，员工与领导间相互信任，心理层面上给予员工职业成长一定的支持，推进
员工在组织内职业成长和职业目标的实现。根据实证结论，企业通过提升管理者的变革
型管理风格和关注员工工作态度，来促进员工职业成长，使员工与企业达到彼此成就、
互利共进的双赢状态，也为企业顺势而为的革新和长久稳健的发展做好保障。
关键词：变革型领导；员工职业成长；员工工作态度；工作满意度；情感承诺
I
Abstract
Against the backdrop of a diverse and intertwined century of change and the epidemic of
the century, organisational structures, management models and employment patterns are also
undergoing dramatic changes, with two-way selection, competition for jobs, redundancies and
departures becoming more common. Faced with an uncertain external environment, companies
have become more demanding of their employees; capabilities in order to survive and grow,
while employees have become more focused on their own professional growth in order to gain
a competitive edge in the workplace.
This paper takes the impact of transformational leadership on employees; career growth as
the core of the research, and makes a comprehensive analysis of the literature on
transformational leadership, employees; work attitudes and employees; career growth
respectively. Social exchange theory was used as the theoretical basis for this paper;s research,
a hypothesis model was constructed and research hypotheses were formulated, and a mature
scale developed by scholars was followed to design, distribute and collect the questionnaires.
SPSS26.0 software was used to conduct independent sample t-test and ANOVA, reliability test,
correlation and regression analysis on the collected data to explore the mechanism of the effect
of transformational leadership on employees; career growth, and the following conclusions
were obtained: (1) Correlation analysis shows that transformational leadership and employees;
career growth show a positive correlation (correlation coefficient = 0.411, p<0.01).
Transformational leadership is positively correlated with job satisfaction (correlation
coefficient = 0.547, p<0.01). Transformational leadership showed a positive correlation with
affective commitment (correlation coefficient = 0.307, p<0.01). The correlation coefficients of
job satisfaction, emotional commitment and employee career growth were 0.369 and 0.186, and
p<0.01, showing positive correlation. (2) Transformational leadership, employees; job attitude
(including job satisfaction and emotional commitment) have a positive impact on employees;
career growth. Transformational leadership has a significant positive effect on employees; job
attitudes (including job satisfaction and emotional commitment). Job satisfaction plays a fully
mediating role in employee job attitudes and affective commitment plays a partially mediating
role in the relationship between transformational leadership and employee career growth. (3)
According to the principle of mutual benefit in social exchange theory, transformational
leadership positively influences employees; job satisfaction and affective commitment, and
effective job satisfaction and affective commitment positively influence employees; physical
health and work, improve employees; job performance in the organisation, increase mutual trust
between employees and leaders, and give employees a certain level of psychological support
for their professional growth, which promotes employees; professional growth and the
achievement of their professional goals in the organisation. and the achievement of career goals.
According to the empirical findings, by enhancing the transformational management style of
managers and paying attention to employees; work attitudes, companies can promote
employees; professional growth, so that employees and companies can achieve a win-win
situation of mutual achievement and mutual benefit, and also ensure that companies can
innovate and develop steadily in the long run.
Key words：Transformational leadership; Employee career growth; Employee job attitudes;
Job satisfaction; Emotional commitment
II