变革型领导对员工越轨创新的影响——一个有调节的中介模型
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摘要
通过535份企业员工的调研数据,分析变革型领导对员工越轨创新的作用机制。结果表明,变革型领导行为会促进员工越轨创新的产生;任务冲突在此过程中起部分中介作用;员工批判性思维特质不仅正向调节了任务冲突与员工越轨创新之间的关系,而且还正向调节了变革型领导—任务冲突—越轨创新这一中介机制。研究发现有利于组织科学引导员工越轨创新行为,从而对合理且高效的进行组织管理提供参考意见。
According to the survey data of 535 employees,this paper analyzes the mechanism of transformational leadership influencing employee's bootleg innovation. Results indicate that: transformational leadership has a positive effect on employee's bootleg innovation; task conflict mediates in this process; employee's critical thinking positively regulates not only the relationship between task conflict and employee bootleg innovation,but also the intermediary mechanism among transformational leadership,task conflict and bootleg innovation. Our findings are helpful for organizations to guide employees' bootleg innovation and provide references for rational and efficient organization management.
According to the survey data of 535 employees,this paper analyzes the mechanism of transformational leadership influencing employee's bootleg innovation. Results indicate that: transformational leadership has a positive effect on employee's bootleg innovation; task conflict mediates in this process; employee's critical thinking positively regulates not only the relationship between task conflict and employee bootleg innovation,but also the intermediary mechanism among transformational leadership,task conflict and bootleg innovation. Our findings are helpful for organizations to guide employees' bootleg innovation and provide references for rational and efficient organization management.
引文
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[14]谢俊,储小平,黄嘉欣.主管忠诚、上下级冲突与员工工作态度:基于本土家族企业的实证研究[J].经济管理,2011,33(1):74-82.
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[18]PHIPPS S T A,PRIETO L C. The influence of personality factors on transformational leadership:exploring the moderating role of political skill[J]. International Journal of Leadership Studies,2011,3(6):430-447.
[19]DONG I J,CHOW C,WU A. The role of transformational leadership in enhancing organizational innovation:hypotheses and some preliminary findings[J]. Leadership Quarterly,2003,14(4):525-544.
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[21]于尚艳,杨越,曾静.变革型领导对员工工作绩效的影响:以任务冲突为中介变量[J].华南师范大学学报(社会科学版),2012(5):102-107,164.
[22]JIING-LIH F,LEE C,FARH C I C. Task conflict and team creativity:a question of how much and when[J]. Journal of Applied Psychology,2010,95(6):1173-1180.
[23]张瑾.组织公正的中介效应:高校管理团队冲突与组织公民行为的关系[J].北京理工大学学报(社会科学版),2013,15(6):157-165.
[24]宋官东,杨志天,崔淼.服从行为的心理学研究[J].心理科学,2008(1):249-252.
[25]JACOB S M. Analyzing critical thinking skills using online discussion forums and CCTST[J]. Procedia-Social and Behavioral Sciences,2012,31(31):805-809.
[26]江静,杨百寅.换位思考、任务反思与团队创造力:领导批判性思维的调节作用[J].南开管理评论,2016,19(6):27-35.
[27]JIANG J,YANG B. Roles of creative process engagement and leadermember exchange in critical thinking and employee creativity[J]. Social Behavior and Personality,2015,43(7):1217-1232.
[28]PODSAKOFF P M,MACKENZIE S B,MOORMAN R H,et al. Transformational leader behaviors and their effects on followers’ trust in leader,satisfaction,and organizational citizenship behaviors[J]. The Leadership Quarterly,1990,1(2):107-142.
[29]LANDRY G,VANDENBERGHE C. Role of commitment to the supervisor,leader-mem bersupervisor,leader-member exchange and supervisor-based self-esteem in employee-supervisor conflicts[J].The Journal of Social Psychology,2009,149(1):5-28.
[30]EDWARDS J R,LAMBERT L S. Methods for integrating moderation and mediation:a general analytical framework using moderated path analysis[J]. Psychological Methods,2007,12(1):1-22.
[31]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714–726.
[2]SIKORA D M,FERRIS G D. Strategic human resource practice implementation:the critical role of line management[J]. Human Resource Management Review,2014,24(3):271-281.
[3]LIN B,MAINEMELIS C,KARK R. Leaders'responses to creative deviance:differential effects on subsequent creative deviance and creative performance[J]. The Leadership Quarterly,2016,27(4):537-556.
[4]CRISCUOLO P,SALTER A J,TER WAL A L J. Going underground:bootlegging and individual innovative performance[J]. Organization Science,2014,25(5):1287-1305.
[5]刘晓琴.非伦理领导对员工职场创新越轨行为的影响机制研究[J].软科学,2017,31(9):93-96.
[6]张永军,张鹏程,赵君.家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应[J].南开管理评论,2017,20(2):169-179.
[7]杨亚中,叶茂林,陈宇帅.工作退缩行为研究述评[J].中国人力资源开发,2014(17):43-49.
[8]KARK R,VAN DIJK D. Motivation to lead,motivation to follow:the role of the self-regulatory focus in leadership processes[J]. Academy of Management Review,2007,32(2):500–528.
[9]LI C H,WU J. The structural relationships between optimism and innovative behavior:understanding potential antecedents and mediating effects[J]. Creativity Research Journal,2011,23(2):119-128.
[10]屠兴勇,何欣,郭娟梅.批判性思维对员工创新行为的影响:一个有调节的中介效应模型[J].科学学与科学技术管理,2015,36(10):169-180.
[11]MAINEMELIS C. Stealing fire:creative deviance in the evolution of new ideas[J]. Academy of Management Review,2010,35(4):558-578.
[12]BASS B M. Leadership and performance beyond expectations[M].New York:Free Press,1985.
[13]WANG X H,HOWELL J M. Exploring the dual-level effects of transformational leadership on followers[J]. Journal of Applied Psychology,2010,95(6):1134-1144.
[14]谢俊,储小平,黄嘉欣.主管忠诚、上下级冲突与员工工作态度:基于本土家族企业的实证研究[J].经济管理,2011,33(1):74-82.
[15]ENNIS R H. Critical thinking and subject specificity:clarification and needed research[J]. Educational Researcher,1989,18(3):4-10.
[16]黄朝阳.加强批判性思维教育培养创新型人才[J].教育研究,2010,31(5):69-74.
[17]ZHU W,SOSIK J J,RIGGIO R E,et al. Relationships between transformational and active transactional leadership and followers'organizational identification:the role of psychological empowerment[J]. Journal of Behavioral and Applied Management,2012,13(3):186-212.
[18]PHIPPS S T A,PRIETO L C. The influence of personality factors on transformational leadership:exploring the moderating role of political skill[J]. International Journal of Leadership Studies,2011,3(6):430-447.
[19]DONG I J,CHOW C,WU A. The role of transformational leadership in enhancing organizational innovation:hypotheses and some preliminary findings[J]. Leadership Quarterly,2003,14(4):525-544.
[20]周浩,龙立荣.变革型领导对下属进谏行为的影响:组织心理所有权与传统性的作用[J].心理学报,2012,44(3):388-399.
[21]于尚艳,杨越,曾静.变革型领导对员工工作绩效的影响:以任务冲突为中介变量[J].华南师范大学学报(社会科学版),2012(5):102-107,164.
[22]JIING-LIH F,LEE C,FARH C I C. Task conflict and team creativity:a question of how much and when[J]. Journal of Applied Psychology,2010,95(6):1173-1180.
[23]张瑾.组织公正的中介效应:高校管理团队冲突与组织公民行为的关系[J].北京理工大学学报(社会科学版),2013,15(6):157-165.
[24]宋官东,杨志天,崔淼.服从行为的心理学研究[J].心理科学,2008(1):249-252.
[25]JACOB S M. Analyzing critical thinking skills using online discussion forums and CCTST[J]. Procedia-Social and Behavioral Sciences,2012,31(31):805-809.
[26]江静,杨百寅.换位思考、任务反思与团队创造力:领导批判性思维的调节作用[J].南开管理评论,2016,19(6):27-35.
[27]JIANG J,YANG B. Roles of creative process engagement and leadermember exchange in critical thinking and employee creativity[J]. Social Behavior and Personality,2015,43(7):1217-1232.
[28]PODSAKOFF P M,MACKENZIE S B,MOORMAN R H,et al. Transformational leader behaviors and their effects on followers’ trust in leader,satisfaction,and organizational citizenship behaviors[J]. The Leadership Quarterly,1990,1(2):107-142.
[29]LANDRY G,VANDENBERGHE C. Role of commitment to the supervisor,leader-mem bersupervisor,leader-member exchange and supervisor-based self-esteem in employee-supervisor conflicts[J].The Journal of Social Psychology,2009,149(1):5-28.
[30]EDWARDS J R,LAMBERT L S. Methods for integrating moderation and mediation:a general analytical framework using moderated path analysis[J]. Psychological Methods,2007,12(1):1-22.
[31]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714–726.