I 摘要 在改革开放的四十年里，我国发生了翻天覆地的变化，经济得到了快速增长，人民 过上了幸福生活，企业发展也上了一个新台阶，但是加快国有企业改革的步伐始终不敢 停歇，国有企业改革不仅是制度和结构的改革，更是对人的改革。 对于企业的中层管理者而言，将会面临更大的压力和挑战，因为他们是企业的核心 力量，是企业关键的人才资源，他们肩负着企业发展的责任。习总书记指出，未来人才 资源是最为珍贵的竞争资源，是创新活动的中流砥柱和主导因素，企业只有重视人才培 养，加强企业管理者尤其是中层管理者的能力培养，才能更好的生存。这就要求中层管 理者不仅具有远见卓识，更要有领导力，领导力已经成为领导者成功与否的重要衡量标 准。 本文以 Z 公司为研究对象，通过文献研究法学习国内外关于领导力的理论和发展过 程，综合运用问卷调查法了解和分析 Z 公司中层管理者领导力现状和存在的问题，并结 合 Z 公司的发展定位制定了中层管理者领导力提升方案，以及确保提升方案顺利实施的 各项保障措施和效果评价。本文根据行业特点和公司发展的战略定位，结合企业的实际 情况，制定 Z 公司中层管理者领导力提升方案，整个方案定位于将现有懂技术、懂业务 的中层管理者，培养成能促进公司战略实现，适应公司发展所需要的拥有领导者素质的 综合管理人才。希望本文的研究，能够为企业在提升中层管理者领导力方面，提供一定 的借鉴意义。 关键词，中层管理者， 领导力， 国有企业西北大学专业硕士学位论文 II ABSTRACT China has changed rapidly in the past four decades of Reform; its economy has been soaring and people’s welfare has been boosted as well. At the meantime, corporate development reached a new high. Together with such development, the pace of deepening the reform for state-owned enterprises accelerates; as a matter of fact, the reform for state-owned enterprises is not only the reform for institutions and structures, but more importantly, the reform for human capital. For those mid-level managers in such corporate, pressures and challenges that they face become more severe, for they are the core and key human resource in their enterprises and they are the actual bearer of the responsibility of corporate development. As pointed by President Xi, the most precious competitive resource in the future is human resource; it is the dominant factor and cornerstone for innovations. Enterprises have to highlight their human resource development by cultivating the leadership of their management, especially their mid-level management, in order to better survive. Mid-level management is required to be far-sighted and with strong leadership, which becomes a significant measurement for the success of corporate leaders. This paper selects the “Z Company” as research object, and systematically studies the case by literature-based research and questionnaire survey. Through literature research, it studies the origin and development of Leadership Theory. By questionnaire survey, it carefully scans the status and issues of the leadership of Z Company’s mid-level management. Based on the development positioning of Z Company, it customizes an optimization program correspondingly, as well as a series of supporting measures and effect assessment. Specifically, the program is designed to upgrade the current mid-level management from merely technology and operation-based human resource to comprehensive talents who are capable in adapting to the long term development of the corporate and in contributing to the strategic achievement of the entire corporate. This paper expects to provide some constructive reference for boosting the leadership of mid-level management for enterprises in general. Keywords: Mid-level Management, Leadership, State-owned Enterprise目 录 III 目 录 摘要...................................................................................................................................I ABSTRACT ...................................................................................................................... II 目 录................................................................................................................................III 第一章 导论......................................................................................................................1 1.1 选题背景及意义 ......................................................................................................1 1.2 研究内容和方法 ......................................................................................................2 1.2.1 研究内容 ..........................................................................................................2 1.2.2 研究方法 ..........................................................................................................2 1.3 研究思路和框架 ......................................................................................................3 1.3.1 研究思路 ..........................................................................................................3 1.3.2 研究框架 ...........................................................................................................4 1.4 本文的主要贡献 ......................................................................................................5 第二章 中层管理者领导力提升的理论概述..................................................................6 2.1 领导力概念和研究理论 .......................................................................................... 6 2.1.1 领导和领导力的概念 ...................................................................................... 6 2.1.2 国内领导力的研究理论 .................................................................................. 7 2.1.3 国外领导力的研究理论 .................................................................................. 9 2.2 中层管理者的特征和作用 .................................................................................... 12 2.2.1 中层管理者的特征 ........................................................................................ 12 2.2.2 中层管理者的作用 ........................................................................................ 13 2.3 中层管理者领导力提升的意义和衡量依据 ........................................................ 14 2.3.1 中层管理者领导力提升的意义 ....................................................................14 2.3.2 中层管理者领导力提升的衡量依据 ............................................................ 15 第三章 Z 公司中层管理者现状及存在的问题..............................................................17 3.1Z 公司的概况和组织机构...................................................................................... 17 3.1.1 Z 公司的概况..................................................................................................17 3.1.2 Z 公司的发展定位.......................................................................................... 17西北大学专业硕士学位论文 IV 3.1.3 Z 公司的组织机构 ......................................................................................... 18 3.2Z 公司的中层管理者领导力状况分析 ................................................................. 19 3.2.1 Z 公司中层管理者基本情况 ......................................................................... 19 3.2.2 Z 公司中层管理者领导力问卷调查 ............................................................. 20 3.2.3 调查问卷的信度和效度分析........................................................................ 29 3.3Z 公司中层管理者领导力存在的问题及成因分析 ............................................. 33 3.3.1 Z 公司中层管理者领导力存在的问题 ......................................................... 33 3.3.2 Z 公司中层管理者领导力成因分析 ............................................................. 34 第四章 Z 公司中层管理者领导力提升方案................................................................. 36 4.1Z 公司中层管理者领导力提升方案的基本思路 ................................................. 36 4.1.1 设计思路........................................................................................................ 36 4.1.2 提升框架........................................................................................................ 37 4.2Z 公司中层管理者领导力提升的内容 ................................................................. 37 4.2.1 提升中层管理者自我认知能力.................................................................... 37 4.2.2 提升中层管理者团队管理能力.................................................................... 41 4.2.3 制定提升管理者领导力的培训计划............................................................ 43 4.2.4 制定完善的人才培养机制............................................................................ 44 第五章 Z 公司中层管理者领导力提升方案实施保障与评价..................................... 46 5.1Z 公司中层管理者领导力提升方案实施的必要性 ............................................. 46 5.2Z 公司中层管理者领导力提升方案实施的保障措施 ......................................... 47 5.2.1 组织机构保障................................................................................................ 47 5.2.2 制度管理保障................................................................................................ 47 5.2.3 财务经费保障................................................................................................ 47 5.3Z 公司中层管理者领导力提升方案的效果评价 ................................................. 48 第六章 结论.................................................................................................................... 52 6.1 主要结论................................................................................................................ 52 6.2 未来研究的方向.................................................................................................... 52