qainarQainar Journal of Social ScienceQainar Journal of Social Science2958-72122958-7220Q University10.58732/2958-7212-2026-2-106-122qainar-580Research ArticleСтатьиКоллективное лидерство, карьерное развитие и социальная мобильность в слаборазвитых регионах КитаяDistributed Leadership, Career Progression and Social Mobility in China’s Underdeveloped Regionshttps://orcid.org/0000-0002-6058-0305СянъиЯ.XiangyiY.

PhD докторант 

Алматы 

Xiangyi Y. – PhD Candidate 

Almaty 

yangtuntun75@gmail.comhttps://orcid.org/0000-0003-4330-5595МолдабековаА.MoldabekovaA.

PhD, ведущий научный сотрудник 

Алматы

Aisulu Moldabekova – PhD, Leading Researcher 

Almaty 

kazsocium01@gmail.comКазахский национальный университет им. Аль-ФарабиКазахстанAl-Farabi Kazakh National UniversityKazakhstanИнститут экономики КН МНВО РККазахстанInstitute of Economics CS MSHE RKKazakhstan20260107202652106122Copyright © Сянъи Я., Молдабекова А., 20262026Сянъи Я., Молдабекова А.Xiangyi Y., Moldabekova A.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://www.journal-kainar.kz/jour/article/view/580

Несмотря на возрастающий интерес к проблемам лидерства, карьерного развития и социальной мобильности работников знаний, механизмы влияния распределенного (коллективного) лидерства на профессиональное продвижение в условиях слаборазвитых регионов остаются недостаточно изученными. Цель исследования — оценить влияние распределенного лидерства на карьерное развитие и социальную мобильность работников знаний в слаборазвитых регионах Китая, а также определить опосредующую роль самоэффективности и коллаборативного климата. В исследовании использованы количественные методы анализа и моделирование структурными уравнениями на основе частичных наименьших квадратов (PLS-SEM) с применением программного обеспечения SmartPLS 4.0. Эмпирической базой послужили данные анкетного опроса 150 работников знаний, занятых в сферах управления, образования, технологий и здравоохранения в провинциях Гуанси и Гуйчжоу (Китай). По результатам исследования установлено, что распределенное лидерство выступает значимым фактором карьерного развития и социальной мобильности работников знаний в слаборазвитых регионах Китая. Выявлено, что распределенное лидерство оказывает прямое положительное влияние на карьерное развитие работников знаний (β = 0.326; p < 0.001), а также косвенное воздействие через механизмы самоэффективности и коллаборативного климата. Высокое значение коэффициента детерминации (R² = 0.593) свидетельствует о существенной объясняющей способности предложенной модели и подтверждает важность лидерских и организационных факторов для профессионального развития в условиях ресурсных ограничений. Полученные результаты подчеркивают необходимость внедрения практик распределенного лидерства, поддержки профессиональной самостоятельности сотрудников и формирования культуры сотрудничества.

Despite the growing interest in the problems of leadership, career development and social mobility of knowledge workers, the mechanisms of the influence of distributed (collective) leadership on professional advancement in underdeveloped regions remain insufficiently studied. The aim of the study is to assess the impact of distributed leadership on the career development and social mobility of knowledge workers in underdeveloped regions of China, as well as to determine the mediating role of self-efficacy and a collaborative climate. The study used quantitative analysis methods and partial least squares structural equation modeling (PLS-SEM) using SmartPLS 4.0 software. The empirical basis was the data from a questionnaire survey of 150 knowledge workers employed in the fields of management, education, technology and healthcare in the provinces of Guangxi and Guizhou (China). According to the results of the study, distributed leadership is a significant factor in the career development and social mobility of knowledge workers in underdeveloped regions of China. It has been revealed that distributed leadership has a direct positive impact on the career development of knowledge workers (β = 0.326; p < 0.001), as well as an indirect impact through the mechanisms of self-efficacy and collaborative climate. The high value of the coefficient of determination (R2 = 0.593) indicates the significant explanatory power of the proposed model and confirms the importance of leadership and organizational factors for professional development in conditions of resource constraints. The results obtained emphasize the need to implement distributed leadership practices, support professional independence of employees, and foster a culture of collaboration.

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The authors declare that there are no conflicts of interest present.