精神型领导何以激发员工创新?——领导成员交换关系与组织认同的链式中介作用
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摘要
精神型领导是一种侧重于使用内在激励手段,帮助下属获得精神上的富足从而激发员工工作热情的新兴领导类型。研究以215份问卷为样本,实证检验了精神型领导对员工创新绩效的影响及其作用机制,采用bootstrap法进行中介效应分析,结果显示:精神型领导对员工创新绩效有积极影响,领导—成员交换关系和组织认同起到了中介作用,共有三条中介路径存在,即精神型领导可以分别通过领导—成员交换关系以及组织认同影响员工个体创新绩效,同时领导—成员交换关系与组织认同还存在链式中介作用。研究成果深化了对于精神型领导影响员工个体创新绩效作用机制的认识,为管理者激发个体创新提供了实践参照。
Spiritual leadership is an emerging type of leadership which tends to help employees gain emotional well-being and then motivate them by the way of intrinsic motivation. This study adopts the method of questionnaire to investigate 215 employees,and tests the mediating effect by using the bootstrap method. The results show that spiritual leadership has a positive impact on individual innovation performance;meanwhile leader-member exchange and organizational identification play a mediating role. There are mainly three mediating paths. To be more specific,spiritual leadership influences individual innovation performance through leader-member exchange and organizational identification,respectively;while there is still a chain mediating effect between leader-member exchange and organizational identification. The findings deepen the understanding of the mechanism by which the spiritual leadership influences the individual innovation performance,and provide a practical reference for leaders to stimulate individual innovation.
Spiritual leadership is an emerging type of leadership which tends to help employees gain emotional well-being and then motivate them by the way of intrinsic motivation. This study adopts the method of questionnaire to investigate 215 employees,and tests the mediating effect by using the bootstrap method. The results show that spiritual leadership has a positive impact on individual innovation performance;meanwhile leader-member exchange and organizational identification play a mediating role. There are mainly three mediating paths. To be more specific,spiritual leadership influences individual innovation performance through leader-member exchange and organizational identification,respectively;while there is still a chain mediating effect between leader-member exchange and organizational identification. The findings deepen the understanding of the mechanism by which the spiritual leadership influences the individual innovation performance,and provide a practical reference for leaders to stimulate individual innovation.
引文
[1]阮国祥,毛荐其,马立强.员工即兴行为对个体创新绩效作用机制的跨层次研究--基于新能源创业企业的实证[J].中国软科学,2015(1):108-117.
[2]孙永磊,雷培莉.领导风格、组织氛围与组织创造力[J].华东经济管理,2018,32(3):112-118.
[3]FRY L W.Toward a Theory of Spiritual Leadership[J].Leadership Quarterly,2003,14(6):693-727.
[4]CHEN C Y,YANG C F.The impact of spiritual leadership on organizational citizenship behavior:a multi-sample analysis[J].Journal of Business Ethics,2012,105(1):107-114.
[5]CHEN C Y,YANG C Y,LI C I.Spiritual leadership,follower mediators,and organizational outcomes:evidence from three industries across two major Chinese societies[J].Journal of Applied Social Psychology,2012,42(4):890-938.
[6]WU J Y,LI C.Exploration of mediating models between spiritual leadership and organizational citizenship behavior:the importance of organization based self-esteem in service industries[J].International Journal of Organizational Innovation,2015,8(2):128-136.
[7]杨振芳,陈庆文,朱瑜,等.精神型领导是员工主动性行为的驱动因素吗?--一个多重中介效应模型的检验[J].管理评论,2016,28(11):191-202.
[8]赵慧娟.员工创新研究综述[J].经济管理,2011,33(4):187-193.
[9]AMABILE T M.Motivating Creativity in organizations:on doing what you love and loving what you do[J].California Management Review,1997,40(1):39-58.
[10]盛宇华,蒋舒阳,杜鹏程.精神型领导与员工创新行为--基于团队间跨层次的被调节中介模型[J].软科学,2017,31(3):77-82.
[11]SCOTT R K.Creative Employees:A Challenge to managers[J].Journal of Creative Behavior,2011,29(1):64-71.
[12]ZHANG X.Linking empowering leadership and employee creativity:the influence of psychological empowerment,intrinsic motivation,and creative process engagement[J].Academy of Management Journal,2010,53(1):107-128.
[13]黄达鑫,马力.领导者如何影响创造力和创新?--相关影响机制的文献综述与理论整合[J].经济科学,2011,33(1):104-113.
[14]方慧,何斌,张倩.领导对创造力及创新绩效的影响机制研究综述[J].华东经济管理,2017,31(12):60-66.
[15]GONG Y,HUANG J C,FARH J L.Employee learning orientation,transformational leadership,and employee creativity:the mediating role of employee creative self-efficacy[J].Academy of Management Journal,2009,52(4):765-778.
[16]韩翼,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86,188.
[17]胡泓,顾琴轩,陈继祥.变革型领导对组织创造力和创新影响研究述评[J].南开管理评论,2012,15(5):26-35.
[18]潘静洲,娄雅婷,周文霞.龙生龙,凤生凤?领导创新性工作表现对下属创造力的影响[J].心理学报,2013,45(10):1147-1162.
[19]曲如杰,王桢,焦琳,等.领导-成员交换关系对研发人员创新的权变影响[J].科学学与科学技术管理,2013,34(7):158-167.
[20]LIDEN R C,GRAEN G B.Generalizability of the vertical dyad linkage model of leadership[J].Academy of Management Journal,1980,23(3):451-465.
[21]孟雨晨,杨旭华,仇勇.从“外在约束”到“内在激发”:精神型领导对员工建言行为的影响机制研究[J].中国人力资源开发,2018,35(3):6-17.
[22]GRAEN G B,UHL-BIEN M.Relationship-based approach to leadership:development of leader-member exchange(LMX)theory of leadership over 25 years:applying a multi-level multi-domain perspective[J].Leadership Quarterly,1995,6(2):219-247.
[23]LIDEN R C,WAYNE S J,BRADWAY L K.Task interdependence as a moderator of the relation between group control and performance[J].Human Relations,1997,50(2):169-181.--49
[24]LIDEN R C,WAYNE S J,SPARROWE R T.An examination of the mediating role of psychological empowerment on the relations between the job,interpersonal relationships,and work outcomes[J].Journal of Applied Psychology,2000,85(3):407-16.
[25]王端旭,洪雁.领导支持行为促进员工创造力的机理研究[J].南开管理评论,2010,13(4):109-114.
[26]GRAEN G B,SCANDURA T A.Toward a psychology of dyadic organizing[J].Research in Organizational Behavior,1987,9(4):175-208.
[27]OLDHAM G R,CUMMINGS A.Employee creativity:personal and contextual factors at work[J].Academy of Management Journal,1996,39(3):607-634.
[28]LIDEN R C,SPARROWE R T,WAYNE S J.Leader-member exchange theory:the past and potential for the future[J].Research in Personnel&Human Resources Management,1997(15):47-119.
[29]DULEBOHN J H,BOMMER W H,LIDEN R C,et al.Ameta-analysis of antecedents and consequences of leadermember exchange integrating the past with an eye toward the future[J].Journal of Management,2012,38(6):1715-1759.
[30]宝贡敏,徐碧祥.组织认同理论研究述评[J].外国经济与管理,2006,28(1):39-45.
[31]魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,15(6):948-955.
[32]曲庆,何志婵,梅哲群.谦卑领导行为对领导有效性和员工组织认同影响的实证研究[J].中国软科学,2013(7):101-109.
[33]王林雪,卓娜.领导风格、组织认同对创新型人才创新能力的影响研究[J].科学管理研究,2014,32(5):102-105.
[34]MAEL F,ASHFORTH B E.Alumni and their alma mater:a partial test of the reformulated model of organizational identification[J].Journal of Organizational Behavior,1992,13(2):103-123.
[35]FUJIMURO M,LIU J,ZHU J.The Interaction between values and organizational identification in predicting suggestion-making at work[J].Journal of Occupational&Organizational Psychology,2008,81(2):241-248.
[36]HIRST G,DICK R V,KNIPPENBERG D V.A social identity perspective on leadership and employee creativity[J].Journal of Organizational Behavior,2009,30(7):963-982.
[37]WALUMBWA F O,AVOLIO B J,ZHU W.How transformational leadership weaves its influence on individual job performance:the role of identification and efficacy beliefs[J].Personnel Psychology,2008,61(4):793-825.
[38]LIDEN R C,MASLYN J M.Multidimensionality of leadermember exchange:an empirical assessment through scale development[J].Journal of Management,1998,24(1):43-72.
[39]沈伊默,袁登华,张华,等.两种社会交换对组织公民行为的影响:组织认同和自尊需要的不同作用[J].心理学报,2009,41(12):1215-1227.
[40]沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007,39(5):918-925.
[41]杨付,刘军,张丽华.精神型领导、战略共识与员工职业发展:战略柔性的调节作用[J].管理世界,2014(10):100-113.
[42]FRY L W,VITUCCI S,CEDILLO M.Spiritual leadership and army transformation:theory,measurement,and establishing a baseline[J].Leadership Quarterly,2005,16(5):835-862.
[43]BAUER T N,GREEN S G,BAUER T N.Development of leader-member exchange:a longitudinal test[J].Academy of Management Journal,1996,39(6):1538-1567.
[44]MADJAR N,GREENBERG E,CHEN Z.Factors for radical creativity,incremental creativity,and routine,noncreative performance[J].Journal of Applied Psychology,2011,96(4):730-43.
[45]WILLIAMS L J,VANDENBERG R J,Edwards J R.Structural Equation modeling in management research:a guide for improved analysis[J].Academy of Management,2009,3(1):543-604.
[46]FORNELL C,LARCKER D F.Evaluating Structural equation models with unobservable variables and measurement error[J].Journal of Marketing Research,1981,18(1):39-50.
[2]孙永磊,雷培莉.领导风格、组织氛围与组织创造力[J].华东经济管理,2018,32(3):112-118.
[3]FRY L W.Toward a Theory of Spiritual Leadership[J].Leadership Quarterly,2003,14(6):693-727.
[4]CHEN C Y,YANG C F.The impact of spiritual leadership on organizational citizenship behavior:a multi-sample analysis[J].Journal of Business Ethics,2012,105(1):107-114.
[5]CHEN C Y,YANG C Y,LI C I.Spiritual leadership,follower mediators,and organizational outcomes:evidence from three industries across two major Chinese societies[J].Journal of Applied Social Psychology,2012,42(4):890-938.
[6]WU J Y,LI C.Exploration of mediating models between spiritual leadership and organizational citizenship behavior:the importance of organization based self-esteem in service industries[J].International Journal of Organizational Innovation,2015,8(2):128-136.
[7]杨振芳,陈庆文,朱瑜,等.精神型领导是员工主动性行为的驱动因素吗?--一个多重中介效应模型的检验[J].管理评论,2016,28(11):191-202.
[8]赵慧娟.员工创新研究综述[J].经济管理,2011,33(4):187-193.
[9]AMABILE T M.Motivating Creativity in organizations:on doing what you love and loving what you do[J].California Management Review,1997,40(1):39-58.
[10]盛宇华,蒋舒阳,杜鹏程.精神型领导与员工创新行为--基于团队间跨层次的被调节中介模型[J].软科学,2017,31(3):77-82.
[11]SCOTT R K.Creative Employees:A Challenge to managers[J].Journal of Creative Behavior,2011,29(1):64-71.
[12]ZHANG X.Linking empowering leadership and employee creativity:the influence of psychological empowerment,intrinsic motivation,and creative process engagement[J].Academy of Management Journal,2010,53(1):107-128.
[13]黄达鑫,马力.领导者如何影响创造力和创新?--相关影响机制的文献综述与理论整合[J].经济科学,2011,33(1):104-113.
[14]方慧,何斌,张倩.领导对创造力及创新绩效的影响机制研究综述[J].华东经济管理,2017,31(12):60-66.
[15]GONG Y,HUANG J C,FARH J L.Employee learning orientation,transformational leadership,and employee creativity:the mediating role of employee creative self-efficacy[J].Academy of Management Journal,2009,52(4):765-778.
[16]韩翼,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86,188.
[17]胡泓,顾琴轩,陈继祥.变革型领导对组织创造力和创新影响研究述评[J].南开管理评论,2012,15(5):26-35.
[18]潘静洲,娄雅婷,周文霞.龙生龙,凤生凤?领导创新性工作表现对下属创造力的影响[J].心理学报,2013,45(10):1147-1162.
[19]曲如杰,王桢,焦琳,等.领导-成员交换关系对研发人员创新的权变影响[J].科学学与科学技术管理,2013,34(7):158-167.
[20]LIDEN R C,GRAEN G B.Generalizability of the vertical dyad linkage model of leadership[J].Academy of Management Journal,1980,23(3):451-465.
[21]孟雨晨,杨旭华,仇勇.从“外在约束”到“内在激发”:精神型领导对员工建言行为的影响机制研究[J].中国人力资源开发,2018,35(3):6-17.
[22]GRAEN G B,UHL-BIEN M.Relationship-based approach to leadership:development of leader-member exchange(LMX)theory of leadership over 25 years:applying a multi-level multi-domain perspective[J].Leadership Quarterly,1995,6(2):219-247.
[23]LIDEN R C,WAYNE S J,BRADWAY L K.Task interdependence as a moderator of the relation between group control and performance[J].Human Relations,1997,50(2):169-181.--49
[24]LIDEN R C,WAYNE S J,SPARROWE R T.An examination of the mediating role of psychological empowerment on the relations between the job,interpersonal relationships,and work outcomes[J].Journal of Applied Psychology,2000,85(3):407-16.
[25]王端旭,洪雁.领导支持行为促进员工创造力的机理研究[J].南开管理评论,2010,13(4):109-114.
[26]GRAEN G B,SCANDURA T A.Toward a psychology of dyadic organizing[J].Research in Organizational Behavior,1987,9(4):175-208.
[27]OLDHAM G R,CUMMINGS A.Employee creativity:personal and contextual factors at work[J].Academy of Management Journal,1996,39(3):607-634.
[28]LIDEN R C,SPARROWE R T,WAYNE S J.Leader-member exchange theory:the past and potential for the future[J].Research in Personnel&Human Resources Management,1997(15):47-119.
[29]DULEBOHN J H,BOMMER W H,LIDEN R C,et al.Ameta-analysis of antecedents and consequences of leadermember exchange integrating the past with an eye toward the future[J].Journal of Management,2012,38(6):1715-1759.
[30]宝贡敏,徐碧祥.组织认同理论研究述评[J].外国经济与管理,2006,28(1):39-45.
[31]魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,15(6):948-955.
[32]曲庆,何志婵,梅哲群.谦卑领导行为对领导有效性和员工组织认同影响的实证研究[J].中国软科学,2013(7):101-109.
[33]王林雪,卓娜.领导风格、组织认同对创新型人才创新能力的影响研究[J].科学管理研究,2014,32(5):102-105.
[34]MAEL F,ASHFORTH B E.Alumni and their alma mater:a partial test of the reformulated model of organizational identification[J].Journal of Organizational Behavior,1992,13(2):103-123.
[35]FUJIMURO M,LIU J,ZHU J.The Interaction between values and organizational identification in predicting suggestion-making at work[J].Journal of Occupational&Organizational Psychology,2008,81(2):241-248.
[36]HIRST G,DICK R V,KNIPPENBERG D V.A social identity perspective on leadership and employee creativity[J].Journal of Organizational Behavior,2009,30(7):963-982.
[37]WALUMBWA F O,AVOLIO B J,ZHU W.How transformational leadership weaves its influence on individual job performance:the role of identification and efficacy beliefs[J].Personnel Psychology,2008,61(4):793-825.
[38]LIDEN R C,MASLYN J M.Multidimensionality of leadermember exchange:an empirical assessment through scale development[J].Journal of Management,1998,24(1):43-72.
[39]沈伊默,袁登华,张华,等.两种社会交换对组织公民行为的影响:组织认同和自尊需要的不同作用[J].心理学报,2009,41(12):1215-1227.
[40]沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007,39(5):918-925.
[41]杨付,刘军,张丽华.精神型领导、战略共识与员工职业发展:战略柔性的调节作用[J].管理世界,2014(10):100-113.
[42]FRY L W,VITUCCI S,CEDILLO M.Spiritual leadership and army transformation:theory,measurement,and establishing a baseline[J].Leadership Quarterly,2005,16(5):835-862.
[43]BAUER T N,GREEN S G,BAUER T N.Development of leader-member exchange:a longitudinal test[J].Academy of Management Journal,1996,39(6):1538-1567.
[44]MADJAR N,GREENBERG E,CHEN Z.Factors for radical creativity,incremental creativity,and routine,noncreative performance[J].Journal of Applied Psychology,2011,96(4):730-43.
[45]WILLIAMS L J,VANDENBERG R J,Edwards J R.Structural Equation modeling in management research:a guide for improved analysis[J].Academy of Management,2009,3(1):543-604.
[46]FORNELL C,LARCKER D F.Evaluating Structural equation models with unobservable variables and measurement error[J].Journal of Marketing Research,1981,18(1):39-50.