真实型领导对新生代员工创新行为的影响:内部人身份感知的中介作用
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摘要
如何激发新生代员工的创新活力是学者与管理者关注的重点话题。从内部人身份感知视角出发,研究了真实型领导与新生代员工创新行为之间的内在机理,在此基础上检验了角色宽度自我效能感的调节作用。以303名新生代员工为研究对象,结果表明:真实型领导对新生代员工创新行为具有显著的正向影响,内部人身份感知部分中介了真实型领导与新生代员工创新行为之间的积极关系。结果进一步证明当员工角色宽度自我效能感越强时,真实型领导以及内部人身份感知对新生代员工创新行为之间的积极关系更显著。
It's a hot topic that how to motivate the new generation to conduct creative ideas among of scholars and managers. We explored the complex internal mechanism between authentic leadership and new generation employees creativity based on the perspective of perceived insider status, meanwhile tested moderating effects of role breadth self-efficacy. Data from 303 new generation staffs supported our hypothesized model. Specifically, we observed that authentic leadership had significantly positive influence on new generation staff 's creative behaviors. Furthermore, perceived insider status mediated the positive relationship between authentic leadership and employee creative behaviors. We further demonstrated direct effects of authentic leadership as well as perceived insider status on employee creativity were significantly stronger when employees possess high role breadth self-efficacy.
It's a hot topic that how to motivate the new generation to conduct creative ideas among of scholars and managers. We explored the complex internal mechanism between authentic leadership and new generation employees creativity based on the perspective of perceived insider status, meanwhile tested moderating effects of role breadth self-efficacy. Data from 303 new generation staffs supported our hypothesized model. Specifically, we observed that authentic leadership had significantly positive influence on new generation staff 's creative behaviors. Furthermore, perceived insider status mediated the positive relationship between authentic leadership and employee creative behaviors. We further demonstrated direct effects of authentic leadership as well as perceived insider status on employee creativity were significantly stronger when employees possess high role breadth self-efficacy.
引文
陈春花,曹洲涛,刘祯,等.2016.组织行为学:互联时代的视角[M].北京:机械工业出版社.
程垦,林英晖.2017.组织支持一致性与新生代员工离职意愿:员工幸福感的中介作用[J].心理学报,49(12):1570-1580.
方慧,何斌,张倩.2017.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,31(12):60-66.
郭玮,李燕萍,杜旌,等.2012.多层次导向的真实型领导对员工与团队创新的影响机制研究[J].南开管理评论,15(3):51-60.
侯烜方,李燕萍,涂乙冬.2014.新生代工作价值观结构、测量及对绩效影响[J].心理学报,46(6):823-840.
傅红,段万春.2013.我国新生代员工的特点及动因:从新生代各种热门事件引发的思考[J].社会科学家,(1):88-91.
姜薇薇,于桂兰,孙乃纪.2014.新生代员工管理对策研究[J].兰州学刊,(1):130-136.
李柏洲,徐广玉,苏屹.2014.中小企业合作创新行为形成机理研究:基于计划行为理论的解释架构[J].科学学研究,32(5):777-786.
李燕萍,侯烜方.2012.新生代员工工作价值观结构及其对工作行为的影响机理[J].经济管理,34(5):77-86.
罗瑾琏,赵莉,韩杨,等.2016.双元领导研究进展述评[J].管理学报,13(12):1882-1889.
沈伊默,周婉茹,魏丽华,等.2017.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,49(8):1100-1112.
苏屹,周文璐,崔明明,等.2018.共享授权型领导对员工创新行为的影响:内部人身份感知的中介作用[J].管理工程学报,32(2):17-26.
王冬冬,钱智超.2017.领导成员交换差异与新生代员工敬业度的关系研究[J].科学学与科学技术管理,38(4):172-180.
王雁飞,蔡如茵,林星驰.2014.内部人身份认知与创新行为的关系:一个有调节的中介效应模型研究[J].外国经济与管理,36(10):40-53.
王永跃,王慧娟,王晓辰.2015.内部人身份感知对员工创新行为的影响:创新自我效能感和遵从权威的作用[J].心理科学,38(4):954-959.
王震,宋萌,孙健敏.2014.真实型领导:概念、测量、形成与作用[J].心理科学进展,22(3):458-473.
魏丽萍,陈德棉,谢胜强.2018.从真实型领导到真实型追随:一个跨层次双元中介模型[J].科学学与科学技术管理,39(9):149-164.
温忠麟,叶宝娟.2014.中介效应分析、方法和模型发展[J].心理科学进展,22(5):731-745.
吴坤津,刘善仕,王红丽,等.2016.“真有之情”与“应有之情”:内部人身份感知对员工创新行为的双重影响机制[J].商业经济与管理,(7):64-72.
谢玉华,陈佳.2014.新生代员工参与需求对领导风格偏好的影响[J].管理学报,11(9):1326-1332.
杨浩,杨百寅,韩翼,等.2016.建设性责任知觉对真实型领导与员工创新绩效关系的中介作用研究[J].管理学报,13(4):533-541.
尹俊,王辉,黄鸣鹏.2012.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,44(10):1371-1382.
赵宜萱.2016.工作特征与新生代员工幸福感关系[D].南京:南京大学.
周琦玮,李倩,钱晓烨.2017.谦卑领导行为对团队创新影响的实证研究[J].科学学与科学技术管理,38(9):159-172.
Ajzen I.2002.Perceived behavioral control,self-efficacy,locus of control,and the theory of planned behavior[J].Journal of Applied Social Psychology,32(4):665-683.
Amabile T M,Conti R,Coon H,et al.1996.Assessing the work environment for creativity[J].Academy of Management Journal,39(5):1154-1184.
Arménio R,Filipa S,Carla M,et al.2012.Authentic leadership promoting employees'psychological capital and creativity[J].Journal of Business Research,65(3):429-437.
Arménio R,Filipa S,Carla M,et al.2014.Hope and positive affect mediating the authentic leadership and creativity
relationship[J].Journal of Business Research,67(2):200-210.
Armstrong-Stassen M,Schlosser F.2011.Perceived organizational membership and the retention of older workers[J].Journal of Organizational Behavior,32(2):319-344.
Avolio B J,Gardner W L.2005.Authentic leadership development:Getting to the root of positive forms of leadership[J].Leadership Quarterly,16(3):315-338.
Axtell C M,Holman D J,Unsworth K L,et al.2000.Shopfloor innovation:Facilitating the suggestion and implementation of ideas[J].Journal of Occupational and Organizational Psychology,73(3):265-285.
Axtell C M,Parker S K.2003.Promoting role breadth self-efficacy through involvement,work redesign and training[J].Human Relations,56(1):112-131.
Bandura A.1986.Social Foundations of Thought and Action[M].Upper Saddle River:Prentice-Hall.
Chen Z X,Aryee S.2007.Delegation and employee work outcomes an examination of the cultural context of mediating processes in China[J].Academy of Management Journal,50(1):226-238.
Frese M,Kring W,Soose A,et al.1996.Personal initiative at work:Differences between East and West Germany[J].Academy of Management Journal,39(1):37-63.
Gardner W L,Avolio B J,Luthans F,et al.2005.Can you see the real me?A self-based model of authentic leader and follower development[J].Leadership Quarterly,16(3):343-372.
Gardner W L,Cogliser C C,Davis K M,et al.2011.Authentic leadership:A review of the literature and research agenda[J].Leadership Quarterly,22(6):1120-1145.
George B,Sims P,Mclean A N,et al.2007.Discovering your authentic leadership[J].Harvard Business Review,85(2):129-138.
Henderson J E,Hoy W K.1983.Leader authenticity:The development and test of an operational measure[J].Educational and Psychological Research,3(2):63-75.
Hui C,Lee C,Wang H.2015.Organizational inducements and employee citizenship behavior:The mediating role of perceived insider status and the moderating role of collectivism[J].Human Resource Management,54(3):439-456.
Ilies R,Morgeson F P,Nahrgang J D.2005.Authentic leadership and eudaemonic well-being:Understanding leader-follower outcomes[J].Leadership Quarterly,16(3):373-394.
Janssen O.2000.Job demands,perceptions of effort-reward fairness and innovative work behaviour[J].Journal of Occupational and Organizational Psychology,73(3):287-302.
Kernis M H.2003.Toward a conceptualization of optimal self-esteem[J].Psychological Inquiry,14(1):1-26.
Knapp J R,Smith B R,Sprinkle T A.2014.Clarifying the relational ties of organizational belonging:Understanding the roles of perceived insider status,psychological ownership,and organizational identification[J].Journal of Leadership and Organizational Studies,21(3):273-285.
Lapalme Mè,Stamper C L,Simard G,et al.2009.Bringing the outside in:Can'external'workers experience insider status?[J].Journal of Organizational Behavior,30(7):919-940.
Liu D,Jiang K F,Shalley C E,et al.2016.Motivational mechanisms of employee creativity:A meta-analytic examination and theoretical extension of the creativity literature[J].Organizational Behavior and Human Decision Processes,137(C):236-263.
Lord R G,Brown R J,Freiberg S J.1999.Understanding the dynamics of leadership:The role of follower self-concepts in the leader/follower relationship[J].Organizational Behavior and Human Decision Processes,78(3):167-203.
Luthans F,Avolio B J,Cameron K S,et al.2003.Authentic Leadership:A Positive Developmental Approach,Positive Organizational Scholarship[M].San Francisco:Barrett-koehler.
Ozyilmaz A,Erdogan B,Karaeminogullari A.2018.Trust in organization as a moderator of the relationship between self-efficacy and workplace outcomes:A social cognitive theory-based examination[J].Journal of Occupational and Organizational Psychology,91(1):181-204.
Parker S K.1998.Enhancing role breadth self-efficacy:The roles of job enrichment and other organizational interventions[J].Journal of Applied Psychology,83(6):835-852.
Parker S K,Bindl U K,Strauss K.2010.Making things happen:A model of proactive motivation[J].Journal of Management,36(4):827-856.
Parker S K,Williams H M,Turner N.2006.Modeling the antecedents of proactive behavior at work[J].Journal of Applied Psychology,91(3):636-652.
Robins G,Boldero J.2003.Relational discrepancy theory:The implications of self-discrepancy theory for dyadic relationships and for the emergence of social structure[J].Personality and Social Psychology Review,7(1):56-74.
Schaubroeck J M,Shen Y,Chong S.2017.A dual-stage moderated mediation model linking authoritarian leadership to follower outcomes[J].Journal of Applied Psychology,102(2):203-214.
Scott S G,Bruce R A.1994.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,37(3):580-607.
Shin S J,Zhou J.2003.Transformational leadership,conservation,and creativity:Evidence from Korea[J].Academy of Management Journal,46(6):703-714.
Stamper C L,Masterson S S.2002.Insider or outsider how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,23(8):875-894.
Twenge J M,Campbell S M,Hoffman B J,et al.2010.Generational differences in work values:Leisure and extrinsic values increasing,social and intrinsic values decreasing[J].Journal of Management,36(5):1117-1142.
Tyler T R,Lind E A.1992.A relational model of authority in groups[J].Advances in Experimental Social Psychology,(25):115-192.
Walumbwa F O,Avolio B J,Gardner W L,et al.2008.Authentic leadership:Development and validation of a theory-based measure?[J].Journal of Management,34(1):89-126.
Whitehead G.2009.Adolescent leadership development:Building a case for an authenticity framework[J].Educational Management Administration and Leadership,37(6):847-872.
Zhou J,Hoever I J.2014.Research on workplace creativity:A review and redirection[J].Annual Reviews of Organizational Psychology and Organizational Behavior,(1):333-359.
程垦,林英晖.2017.组织支持一致性与新生代员工离职意愿:员工幸福感的中介作用[J].心理学报,49(12):1570-1580.
方慧,何斌,张倩.2017.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,31(12):60-66.
郭玮,李燕萍,杜旌,等.2012.多层次导向的真实型领导对员工与团队创新的影响机制研究[J].南开管理评论,15(3):51-60.
侯烜方,李燕萍,涂乙冬.2014.新生代工作价值观结构、测量及对绩效影响[J].心理学报,46(6):823-840.
傅红,段万春.2013.我国新生代员工的特点及动因:从新生代各种热门事件引发的思考[J].社会科学家,(1):88-91.
姜薇薇,于桂兰,孙乃纪.2014.新生代员工管理对策研究[J].兰州学刊,(1):130-136.
李柏洲,徐广玉,苏屹.2014.中小企业合作创新行为形成机理研究:基于计划行为理论的解释架构[J].科学学研究,32(5):777-786.
李燕萍,侯烜方.2012.新生代员工工作价值观结构及其对工作行为的影响机理[J].经济管理,34(5):77-86.
罗瑾琏,赵莉,韩杨,等.2016.双元领导研究进展述评[J].管理学报,13(12):1882-1889.
沈伊默,周婉茹,魏丽华,等.2017.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,49(8):1100-1112.
苏屹,周文璐,崔明明,等.2018.共享授权型领导对员工创新行为的影响:内部人身份感知的中介作用[J].管理工程学报,32(2):17-26.
王冬冬,钱智超.2017.领导成员交换差异与新生代员工敬业度的关系研究[J].科学学与科学技术管理,38(4):172-180.
王雁飞,蔡如茵,林星驰.2014.内部人身份认知与创新行为的关系:一个有调节的中介效应模型研究[J].外国经济与管理,36(10):40-53.
王永跃,王慧娟,王晓辰.2015.内部人身份感知对员工创新行为的影响:创新自我效能感和遵从权威的作用[J].心理科学,38(4):954-959.
王震,宋萌,孙健敏.2014.真实型领导:概念、测量、形成与作用[J].心理科学进展,22(3):458-473.
魏丽萍,陈德棉,谢胜强.2018.从真实型领导到真实型追随:一个跨层次双元中介模型[J].科学学与科学技术管理,39(9):149-164.
温忠麟,叶宝娟.2014.中介效应分析、方法和模型发展[J].心理科学进展,22(5):731-745.
吴坤津,刘善仕,王红丽,等.2016.“真有之情”与“应有之情”:内部人身份感知对员工创新行为的双重影响机制[J].商业经济与管理,(7):64-72.
谢玉华,陈佳.2014.新生代员工参与需求对领导风格偏好的影响[J].管理学报,11(9):1326-1332.
杨浩,杨百寅,韩翼,等.2016.建设性责任知觉对真实型领导与员工创新绩效关系的中介作用研究[J].管理学报,13(4):533-541.
尹俊,王辉,黄鸣鹏.2012.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,44(10):1371-1382.
赵宜萱.2016.工作特征与新生代员工幸福感关系[D].南京:南京大学.
周琦玮,李倩,钱晓烨.2017.谦卑领导行为对团队创新影响的实证研究[J].科学学与科学技术管理,38(9):159-172.
Ajzen I.2002.Perceived behavioral control,self-efficacy,locus of control,and the theory of planned behavior[J].Journal of Applied Social Psychology,32(4):665-683.
Amabile T M,Conti R,Coon H,et al.1996.Assessing the work environment for creativity[J].Academy of Management Journal,39(5):1154-1184.
Arménio R,Filipa S,Carla M,et al.2012.Authentic leadership promoting employees'psychological capital and creativity[J].Journal of Business Research,65(3):429-437.
Arménio R,Filipa S,Carla M,et al.2014.Hope and positive affect mediating the authentic leadership and creativity
relationship[J].Journal of Business Research,67(2):200-210.
Armstrong-Stassen M,Schlosser F.2011.Perceived organizational membership and the retention of older workers[J].Journal of Organizational Behavior,32(2):319-344.
Avolio B J,Gardner W L.2005.Authentic leadership development:Getting to the root of positive forms of leadership[J].Leadership Quarterly,16(3):315-338.
Axtell C M,Holman D J,Unsworth K L,et al.2000.Shopfloor innovation:Facilitating the suggestion and implementation of ideas[J].Journal of Occupational and Organizational Psychology,73(3):265-285.
Axtell C M,Parker S K.2003.Promoting role breadth self-efficacy through involvement,work redesign and training[J].Human Relations,56(1):112-131.
Bandura A.1986.Social Foundations of Thought and Action[M].Upper Saddle River:Prentice-Hall.
Chen Z X,Aryee S.2007.Delegation and employee work outcomes an examination of the cultural context of mediating processes in China[J].Academy of Management Journal,50(1):226-238.
Frese M,Kring W,Soose A,et al.1996.Personal initiative at work:Differences between East and West Germany[J].Academy of Management Journal,39(1):37-63.
Gardner W L,Avolio B J,Luthans F,et al.2005.Can you see the real me?A self-based model of authentic leader and follower development[J].Leadership Quarterly,16(3):343-372.
Gardner W L,Cogliser C C,Davis K M,et al.2011.Authentic leadership:A review of the literature and research agenda[J].Leadership Quarterly,22(6):1120-1145.
George B,Sims P,Mclean A N,et al.2007.Discovering your authentic leadership[J].Harvard Business Review,85(2):129-138.
Henderson J E,Hoy W K.1983.Leader authenticity:The development and test of an operational measure[J].Educational and Psychological Research,3(2):63-75.
Hui C,Lee C,Wang H.2015.Organizational inducements and employee citizenship behavior:The mediating role of perceived insider status and the moderating role of collectivism[J].Human Resource Management,54(3):439-456.
Ilies R,Morgeson F P,Nahrgang J D.2005.Authentic leadership and eudaemonic well-being:Understanding leader-follower outcomes[J].Leadership Quarterly,16(3):373-394.
Janssen O.2000.Job demands,perceptions of effort-reward fairness and innovative work behaviour[J].Journal of Occupational and Organizational Psychology,73(3):287-302.
Kernis M H.2003.Toward a conceptualization of optimal self-esteem[J].Psychological Inquiry,14(1):1-26.
Knapp J R,Smith B R,Sprinkle T A.2014.Clarifying the relational ties of organizational belonging:Understanding the roles of perceived insider status,psychological ownership,and organizational identification[J].Journal of Leadership and Organizational Studies,21(3):273-285.
Lapalme Mè,Stamper C L,Simard G,et al.2009.Bringing the outside in:Can'external'workers experience insider status?[J].Journal of Organizational Behavior,30(7):919-940.
Liu D,Jiang K F,Shalley C E,et al.2016.Motivational mechanisms of employee creativity:A meta-analytic examination and theoretical extension of the creativity literature[J].Organizational Behavior and Human Decision Processes,137(C):236-263.
Lord R G,Brown R J,Freiberg S J.1999.Understanding the dynamics of leadership:The role of follower self-concepts in the leader/follower relationship[J].Organizational Behavior and Human Decision Processes,78(3):167-203.
Luthans F,Avolio B J,Cameron K S,et al.2003.Authentic Leadership:A Positive Developmental Approach,Positive Organizational Scholarship[M].San Francisco:Barrett-koehler.
Ozyilmaz A,Erdogan B,Karaeminogullari A.2018.Trust in organization as a moderator of the relationship between self-efficacy and workplace outcomes:A social cognitive theory-based examination[J].Journal of Occupational and Organizational Psychology,91(1):181-204.
Parker S K.1998.Enhancing role breadth self-efficacy:The roles of job enrichment and other organizational interventions[J].Journal of Applied Psychology,83(6):835-852.
Parker S K,Bindl U K,Strauss K.2010.Making things happen:A model of proactive motivation[J].Journal of Management,36(4):827-856.
Parker S K,Williams H M,Turner N.2006.Modeling the antecedents of proactive behavior at work[J].Journal of Applied Psychology,91(3):636-652.
Robins G,Boldero J.2003.Relational discrepancy theory:The implications of self-discrepancy theory for dyadic relationships and for the emergence of social structure[J].Personality and Social Psychology Review,7(1):56-74.
Schaubroeck J M,Shen Y,Chong S.2017.A dual-stage moderated mediation model linking authoritarian leadership to follower outcomes[J].Journal of Applied Psychology,102(2):203-214.
Scott S G,Bruce R A.1994.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,37(3):580-607.
Shin S J,Zhou J.2003.Transformational leadership,conservation,and creativity:Evidence from Korea[J].Academy of Management Journal,46(6):703-714.
Stamper C L,Masterson S S.2002.Insider or outsider how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,23(8):875-894.
Twenge J M,Campbell S M,Hoffman B J,et al.2010.Generational differences in work values:Leisure and extrinsic values increasing,social and intrinsic values decreasing[J].Journal of Management,36(5):1117-1142.
Tyler T R,Lind E A.1992.A relational model of authority in groups[J].Advances in Experimental Social Psychology,(25):115-192.
Walumbwa F O,Avolio B J,Gardner W L,et al.2008.Authentic leadership:Development and validation of a theory-based measure?[J].Journal of Management,34(1):89-126.
Whitehead G.2009.Adolescent leadership development:Building a case for an authenticity framework[J].Educational Management Administration and Leadership,37(6):847-872.
Zhou J,Hoever I J.2014.Research on workplace creativity:A review and redirection[J].Annual Reviews of Organizational Psychology and Organizational Behavior,(1):333-359.