包容型领导对企业商业模式创新的影响:基于员工建言视角
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摘要
本文以自我决定理论为基础,探讨包容型领导风格、员工建言行为和企业商业模式创新之间的关系,以及在此过程中员工建言风险感知的调节作用。研究使用中国各地区的不同企业员工为样本进行实证检验,结果表明:包容型领导对员工促进性建言行为、抑制性建言行为和企业商业模式创新都有正向影响;员工促进性建言行为和抑制性建言行为分别在包容型领导和企业商业模式创新之间起部分中介作用;促进性建言风险感知调节包容型领导和员工促进性建言行为之间的关系;抑制性建言风险感知调节包容型领导和员工抑制性建言行为之间的关系,也调节了包容型领导通过员工抑制性建言行为影响企业商业模式创新的中介作用。
Based on self-determination theory,this paper analyzes the effect of inclusive leadership and employees' voice behavior on business model innovation and the moderating effect of perceived risk of voice. Using different enterprise staffs of different areas in China as samples for empirical test,this paper finds that inclusive leadership has direct effect on employees ' promotive voice behavior, prohibitive voice behaviors and enterprise business model innovation;Employees' promotive and prohibitive voice behaviors separately play a partial mediating role between inclusive leadership and business model innovation; Perceived risk of promotive voice moderates the relationship of inclusive leadership and employees' promotive voice behavior; Perceived risk of prohibitive voice not only moderates the relationship of inclusive leadership and employees' prohibitive voice behavior,but also moderates the mediating effect of inclusive leadership on enterprise business model innovation via employees' prohibitive voice behavior.
Based on self-determination theory,this paper analyzes the effect of inclusive leadership and employees' voice behavior on business model innovation and the moderating effect of perceived risk of voice. Using different enterprise staffs of different areas in China as samples for empirical test,this paper finds that inclusive leadership has direct effect on employees ' promotive voice behavior, prohibitive voice behaviors and enterprise business model innovation;Employees' promotive and prohibitive voice behaviors separately play a partial mediating role between inclusive leadership and business model innovation; Perceived risk of promotive voice moderates the relationship of inclusive leadership and employees' promotive voice behavior; Perceived risk of prohibitive voice not only moderates the relationship of inclusive leadership and employees' prohibitive voice behavior,but also moderates the mediating effect of inclusive leadership on enterprise business model innovation via employees' prohibitive voice behavior.
引文
[1]迟考勋,薛鸿博,杨俊,等.商业模式研究中的认知视角述评与研究框架构建[J].外国经济与管理,2016,38(5):3-17.
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[4]翟淑萍,张建宇,杨洁,等.环境不确定性、战略性新兴企业商业模式与创新投资绩效———基于高端装备制造行业的经验分析[J].科技进步与对策,2015,32(18):68-74.
[5]郭海,沈睿.环境包容性与不确定性对企业商业模式创新的影响研究[J].经济与管理研究,2012,(10):97-104.
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[7] Carmeli A,Reiter-Palmon R,Ziv E. Inclusive leadershipand employee involvement in creative tasks in the work-place:the mediating role of psychological safety[J].Creativity Research Journal,2010,22(3):250-260.
[8]石冠峰,梁鹏.中国情境下包容型领导风格如何影响员工建言行为[J].领导科学,2015,(29):51-54.
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[10]方阳春.包容型领导风格对团队绩效的影响———基于员工自我效能感的中介作用[J].科研管理,2014,35(5):152-160.
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[12] Detert J R, Burris E R. Leadership behavior andemployee voice:is the door really open[J]. Academy ofManagement Journal,2007,50(4):869-884.
[13] Liang J,Farh C I,Farh J L. Psychological antecedentsof promotive and prohibitive voice:a two-wave examina-tion[J]. Academy of Management Journal,2012,55(1):71-92.
[14] Chen X P,Wei X,Zhang Z X. I will speak up if my voiceis socially desirable:a moderated mediating process ofpromotive versus prohibitive voice[J]. Journal of AppliedPsychology,2015,100(5):1641-1652.
[15] Zott C,Amit R,Massa L. The business model:recentdevelopments and future research[J]. Journal of Man-agement,2011,37(4):1019-1042.
[16]曾萍,宋铁波.基于内外因素整合视角的商业模式创新驱动力研究[J].管理学报,2014,11(7):989-996.
[17]阎婧,刘志迎,郑晓峰.环境动态性调节作用下的变革型领导、商业模式创新与企业绩效[J].管理学报,2016,13(8):1208-1214.
[18] Frazier M L,Bowler W M. Voice climate,supervisorundermining,and work outcomes a group-level examination[J]. Journal of Management,2015,41(3):841-863.
[19] Morrison E W. Employee voice behavior:integrationand directions for future research[J]. The Academy ofManagement Annals,2011,5(1):373-412.
[20] Morrison E W,Milliken F J. Organizational silence:abarrier to change and development in a pluralistic world[J]. Academy of Management Review,2000,25(4):706-725.
[21] Ryan R M,Deci E L. Self-determination theory and thefacilitation of intrinsic motivation,social development,and well-being[J]. American Psychologist,2000,55(1):68-78.
[22] Carmeli A,Gelbard R,Reiter-Palmon R. Leadership,creative problem-solving capacity,and creative perform-ance:the importance of knowledge sharing[J]. HumanResource Management,2013,52(1):95-121.
[23] Zott C, Amit R. Business model design and theperformance of entrepreneurial firms[J]. OrganizationScience,2007,18(2):181-199.
[24] Edwards J R,Lambert L S. Methods for integratingmoderation and mediation:a general analytical frame-work using moderated path analysis[J]. PsychologicalMethods,2007,12(1):1-22.
[2] Casadesus-Masanell R,Llanes G. Mixed source[J].Management Science,2011,57(7):1212-1230.
[3]冯华,陈亚琦.平台商业模式创新研究———基于互联网环境下的时空契合分析[J].中国工业经济,2016,(3):99-113.
[4]翟淑萍,张建宇,杨洁,等.环境不确定性、战略性新兴企业商业模式与创新投资绩效———基于高端装备制造行业的经验分析[J].科技进步与对策,2015,32(18):68-74.
[5]郭海,沈睿.环境包容性与不确定性对企业商业模式创新的影响研究[J].经济与管理研究,2012,(10):97-104.
[6]古银华.包容型领导对员工创新行为的影响———一个被调节的中介模型[J].经济管理,2016,38(4):93-103.
[7] Carmeli A,Reiter-Palmon R,Ziv E. Inclusive leadershipand employee involvement in creative tasks in the work-place:the mediating role of psychological safety[J].Creativity Research Journal,2010,22(3):250-260.
[8]石冠峰,梁鹏.中国情境下包容型领导风格如何影响员工建言行为[J].领导科学,2015,(29):51-54.
[9]梁祺,苏涛永.包容型领导对员工创新行为的影响[J].企业经济,2016,(5):116-120.
[10]方阳春.包容型领导风格对团队绩效的影响———基于员工自我效能感的中介作用[J].科研管理,2014,35(5):152-160.
[11]魏昕,张志学.组织中为什么缺乏抑制性进言[J].管理世界,2010,(10):99-109,121.
[12] Detert J R, Burris E R. Leadership behavior andemployee voice:is the door really open[J]. Academy ofManagement Journal,2007,50(4):869-884.
[13] Liang J,Farh C I,Farh J L. Psychological antecedentsof promotive and prohibitive voice:a two-wave examina-tion[J]. Academy of Management Journal,2012,55(1):71-92.
[14] Chen X P,Wei X,Zhang Z X. I will speak up if my voiceis socially desirable:a moderated mediating process ofpromotive versus prohibitive voice[J]. Journal of AppliedPsychology,2015,100(5):1641-1652.
[15] Zott C,Amit R,Massa L. The business model:recentdevelopments and future research[J]. Journal of Man-agement,2011,37(4):1019-1042.
[16]曾萍,宋铁波.基于内外因素整合视角的商业模式创新驱动力研究[J].管理学报,2014,11(7):989-996.
[17]阎婧,刘志迎,郑晓峰.环境动态性调节作用下的变革型领导、商业模式创新与企业绩效[J].管理学报,2016,13(8):1208-1214.
[18] Frazier M L,Bowler W M. Voice climate,supervisorundermining,and work outcomes a group-level examination[J]. Journal of Management,2015,41(3):841-863.
[19] Morrison E W. Employee voice behavior:integrationand directions for future research[J]. The Academy ofManagement Annals,2011,5(1):373-412.
[20] Morrison E W,Milliken F J. Organizational silence:abarrier to change and development in a pluralistic world[J]. Academy of Management Review,2000,25(4):706-725.
[21] Ryan R M,Deci E L. Self-determination theory and thefacilitation of intrinsic motivation,social development,and well-being[J]. American Psychologist,2000,55(1):68-78.
[22] Carmeli A,Gelbard R,Reiter-Palmon R. Leadership,creative problem-solving capacity,and creative perform-ance:the importance of knowledge sharing[J]. HumanResource Management,2013,52(1):95-121.
[23] Zott C, Amit R. Business model design and theperformance of entrepreneurial firms[J]. OrganizationScience,2007,18(2):181-199.
[24] Edwards J R,Lambert L S. Methods for integratingmoderation and mediation:a general analytical frame-work using moderated path analysis[J]. PsychologicalMethods,2007,12(1):1-22.