摘要
以内部动机理论和情境力量理论为基础,探讨了变革型领导对员工创新行为的影响及作用机制。对15家企业96个团队进行问卷调查,采用Amos和SPSS的PROCESS插件进行统计分析。实证结果表明,变革型领导对员工创新行为有显著正向影响;心理授权在变革型领导和员工创新行为间起中介作用;领导-成员交换显著正向调节心理授权在变革型领导与员工创新行为间的中介作用,即在高质量领导-成员交换关系下,变革型领导通过心理授权影响员工创新行为的中介作用显著,在低质量领导成员交换关系下,该中介作用不显著。
Based on the internal motivation theory and situational strength theory,this paper explores the transformational leadership effects on employees＇ innovation performance and its mechanism. The empirical lest of data comes from 96 work teams with 355 subordinates and their supervisors in multiple enterprises in China. Then we adopt regression, as well asboolslrap to lest our hypotheses by Amos and PROCESS macro for SPSS statistical softwareempowerment mediated the relationship between transformational leadership and employees＇ innovation performance. Il al-so indicates that leader-member exchange positively moderated the relationship between psychological empowerment andemployees’ innovation performance,and this type of leadership also positively moderates the tional leadership on employees＇ innovation performance through psychological empowerment Namely under the high quali-ty leader-member exchange relationship, he mediating effect of transformational leadership through psychological empow-erment on employees＇ innovation performance is significant,under the low quality leader-member exchange relationship,the mediating effect is not significant.
出处
《科技进步与对策》
CSSCI
北大核心
2017年第21期154-160,共7页
Science & Technology Progress and Policy
基金
国家自然科学基金项目(71372084
71703012)
辽宁省社科规划基金重点项目(L16AGL003)
关键词
变革型领导
心理授权
创新行为
领导-成员交换
Transformational Leadership
Psychological Empowerment
Innovation Performance
Leadership-member Ex-change
