管理工程学报2025，Vol.39Issue(4)：106-122,17.DOI:10.13587/j.cnki.jieem.2025.04.008
个体新权力观的多维结构与实证检验
The individual values of new power:Multidimensional structure,measurement and empirical test
摘要
Abstract
Due to the development of internet information technology,some new management events that challenge conventional understanding are constantly emerging in enterprises' practices,and the difference in values of power among individuals is becoming a new point of contradiction in enterprise management.The traditional view of power has difficulty fully explaining and addressing power conflicts in management practice,and new power has gradually become a major topic of concern in academia and industry. As a new concept,the new view of power offers important theoretical value.The basic focus of future research on new power should be to explore the conceptual structure of the values of new power,develop a scale to measure this concept,investigate the behavioral characteristics of individuals who endorse the concept of new power and reveal the mechanism underlying the influence of this concept on individual behavior.Accordingly,this study aims to promote the innovative development of the theory of new power by exploring the conceptual structure of this new values of power,developing a measurement scale for it and examining the mechanism underlying its influence. In the first study,based on grounded theory,this paper explores the values of individual power and conducts a comparative analysis of the differences in content between the old and new values of individual power.By referring to the exploratory steps associated with some emerging management concepts developed by relevant scholars,the core scientific issue of"the differentiation and definition of differences in individual views of power in organizational micro fields"is explored through interview outline design,theoretical sampling,data collection and data coding processes,and the core dimension of the new view of power is established.We conducted interviews with 61 organizational employees and coded the interview transcripts that formed 269,000 words.The results show that the old values of power are composed of the six dimensions of control and obedience,leadership in power,one-way vertical flow,monopoly and closed,selfish and uneven distribution,while the new power values are composed of the six core dimensions of equality and collaboration,group participation,integration and uploading,openness and transparency,altruism and incremental sharing.Compared with concepts related to the notion of power,i.e.,psychological authorization and psychological ownership,the new values of power have new theoretical connotations. In the second study,following the scale development process,a pretest questionnaire consisting of 58 items was obtained by combining typical descriptions observed in the interview data,mature scales related to internal dimensions of values pertaining to new power,and expert evaluations from the field of human resource management.In the exploratory factor analysis stage,we selected 280 organizational employees and 32 management experts as the research objects.Based on a process of data analysis featuring item analysis,reliability analysis,content validity analysis and structure validity analysis,the revised scale contains a total of 20 items.In the confirmatory factor analysis stage,we selected 500 employees as the research objects to investigate the reliability and construct validity of the new power values in further detail and to determine the second-order six-factor optimal structural model.The development of the scale for the new values of power compensates for the limitations of previous research on new power,shifts research on the new view of power from conceptual discussion to empirical research,and provides an effective measurement tool for subsequent research on the impact of new power on organizational management practice. The third study explored the influence of the new values of power on employee voice behavior,innovation behavior and taking charge behavior and revealed the behavioral characteristics of individuals who adopt the new values of power.A total of 243 paired leader-employee surveys were conducted at three time points.The results show that the new values of power have positive impacts on employee voice behavior,innovation behavior and taking charge behavior.Based on social cognition theory,this paper proposes and verifies the mediating effects of voice efficacy,innovation efficacy and responsibility perception on the relationships between the new values of power and employee voice behavior,innovation behavior and taking charge behavior.Data analysis showed that the questionnaire exhibited good predictive stability and a reliable structure. The main contribution of this study lies in its clear definition of the conceptual structure of the new values of individual power in theory and its development of measurement tools to reveal the behavioral characteristics and the underlying mechanism of"dare to speak,dare to do,dare to bear responsibility"with regard to employees who adopt the new values of power,which helps deepen theoretical research on the change in the individual values of power and its impacts in the context of organizational management in the new era.Simultaneously,this study has certain practical guiding significance with regard to the reform of the human resource management model,the development of new leadership,the reconstruction of organizational structure and the cultivation of a new power culture.关键词
新权力观/扎根理论/建言行为/创新行为/担责行为Key words
New power values/Grounded theory/Voice behavior/Innovation behavior/Taking charge behavior分类
管理科学引用本文复制引用
赵旭宏,赵书松,罗文豪..个体新权力观的多维结构与实证检验[J].管理工程学报,2025,39(4):106-122,17.基金项目
国家自然科学基金项目(71972183、71832004) （71972183、71832004）
湖南省自然科学基金项目(2022JJ30770) The National Natural Science Foundation of China(71972183,71832004) （2022JJ30770）
The Natural Science Foundation of Hunan(2022JJ30770) （2022JJ30770）
