真实型领导对员工创新行为的影响过程研究
摘要
通过对中国6家企业380份样本的问卷调查,运用结构方程模型,验证了真实型领导对创新的作用机制。研究结果表明,真实型领导对员工创新行为具有直接影响作用,真实型领导通过心理授权、风险承担意愿对员工创新行为产生间接影响作用,首次从创新内在动机的崭新视角揭示了真实型领导对员工创新的影响过程。
引文
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[2]Janssen O. The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior. Journal of Occupational and Organizational Psychology, 2005, 78:573-579
[3]丁琳,席酉民.变革型领导对员工创造力的作用机理研究.管理科学,2008,2(6)
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[6]Amabile T M, Conti Regina, Coon Heather, et al. Assessing the work environment for creativity. Academy of Management Journal,1996, 39(5):1154-1184
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[13]Hardy C.,Leiba O’Sullivan S. The power behind empowerment:Implications for research and practice. Human Relations, 1998, 51(4):451–483
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[15]ThomasKW,VelthouseBA.CognitiveElementsof Empowerment:An“Interp retive”Model of Intrinsic Task Motivation. Academy of Management Review, 1990, 15(4):666-681
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[17]Dewett T. Linking intrinsic motivation, risk taking, and employee creativity in an R&D environment. R&D Management, 2007,37(3):197-207
[18]Walumbwa F O,Avolio B J,Gardner W J,et al. Authentic leadership:Development and validation of a theory-based measure[J]. Journal of Management,2008,34(1):226-234.
[19]韩翼,杨百寅.(2011).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.管理世界,(12),78–86.
[20]AmabileTM.Amodelofcreativityandinnovationin organizations in Staw, B.M., Cummings, L.L.(Eds), Research in Organizational Behavior, JAI Press, Greenwich, CT, 1988
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[22]Amabile T M, Burnside R M, Gryskiewicz S S. User’s manual for assessing the climate for creativity:a survey from the center for creative leadership. Greensboro, NC:Center for Creative Leadership, 1999
[23]Deci E L, Ryan R M. Intrinsic Motivation and Selfdetermination in Human Behavior. New York Plenum, 1985.
[24]Lagan, T. E.(2007). Examining authentic leadership:Development of a four-dimensional scale and identification of a nomological network. Unpublished doctorial dissertation, State university of New York at Albany.
[25]李超平,时勘,田宝.变革型领导与员工工作态度:心理授权的中介作用.心理学报,2006,38(2):297-307.
[26]GeorgeJM,ZhouJ.Whenopennesstoexperienceand conscientiousness are related to creative behavior:an interactional approach. Journal of Applied Psychology, 2001, 86:513–524.
[27]Muceldili,B.,Turan H.,Erdil O., The Influence of Authentic Leadership on Creativity and Innovativeness[J].Proce-dia-Social and BehavioralSciences,2013,99(6):673-681.
[28]孔芳,赵西萍.真实型领导及其与下属循环互动机制研究.外国经济与管理,2010(12), 50–56.
[29]Shalley C E. Effects of coactions, expected evaluation, and goal setting on creaticity and productivity. Academy of Management Journal, 1995,38(2):483-503
[30]郭玮,李燕萍,杜旌,陶厚永.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.南开管理评论, 2012,15(3), 51–60.
[2]Janssen O. The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior. Journal of Occupational and Organizational Psychology, 2005, 78:573-579
[3]丁琳,席酉民.变革型领导对员工创造力的作用机理研究.管理科学,2008,2(6)
[4]Tierney P, Farmer S M, Graen G B. An examination of leadership and employee creativity:The relevance of traits and relationship.Personnel Psychology, 1999, 52:591-620.
[5]Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F.,&May,D. R.(2004). Unlocking the mask:A look at the process by which authentic leaders impact follower attitudes and behaviors. Leadership Quarterly, 15,801–823.
[6]Amabile T M, Conti Regina, Coon Heather, et al. Assessing the work environment for creativity. Academy of Management Journal,1996, 39(5):1154-1184
[7]Spreitzer G M. An empirical test of a comprehensive model of intrapersonal empowerment in the workplace. American Journal of Community Psychology, 1995a.23(5):601~629
[8]Kernis,M.H.,2003,Optimal Self-Esteem and Authenticity:Separating Fantasy from Reality,Psychological Inquiry,vol.14(1),pp.83~89.
[9]Ilies, R., Morgeson, F. P.,&Nahrgang, J. N.(2005). Authentic leadership and eudaemonic well-being:Understanding leadership outcomes. Leadershipquarterly, 16, 373-394.
[10]Schumpeter. 1990. The Theory of Economic Development:An Inquiry into Profits, Capital, Credit, Interest, and the Business Cycle.Translated by He Wei, et al. Beijing:The Commercial Press.
[11]Chaganti, R., and F. Damanpour. 1991. Institutional ownership,capital structure, and firm perform. Strategic Management Journal 12:479-491.
[12]WestMA,SmithH,FengWL,LawthomR.Research excellence and departmental climate in British universities. Journal of Occupational and Organizational Psychology, 1998. 71:261-281
[13]Hardy C.,Leiba O’Sullivan S. The power behind empowerment:Implications for research and practice. Human Relations, 1998, 51(4):451–483
[14]Conger J A, Kanungo R N. The empowerment process:Integrating theory and pracice. Academy of Management Review, 1988,13(3),471~482
[15]ThomasKW,VelthouseBA.CognitiveElementsof Empowerment:An“Interp retive”Model of Intrinsic Task Motivation. Academy of Management Review, 1990, 15(4):666-681
[16]Dowling G R, Staelin R. A model of perceived risk and intended risk-handling activity. Journal of Consumer Research, 1994, 21:119-134
[17]Dewett T. Linking intrinsic motivation, risk taking, and employee creativity in an R&D environment. R&D Management, 2007,37(3):197-207
[18]Walumbwa F O,Avolio B J,Gardner W J,et al. Authentic leadership:Development and validation of a theory-based measure[J]. Journal of Management,2008,34(1):226-234.
[19]韩翼,杨百寅.(2011).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.管理世界,(12),78–86.
[20]AmabileTM.Amodelofcreativityandinnovationin organizations in Staw, B.M., Cummings, L.L.(Eds), Research in Organizational Behavior, JAI Press, Greenwich, CT, 1988
[21]Csikszentmihalyi M. Flow:The psychology of optimal experience.New York:Harper and Rpw, 1990.
[22]Amabile T M, Burnside R M, Gryskiewicz S S. User’s manual for assessing the climate for creativity:a survey from the center for creative leadership. Greensboro, NC:Center for Creative Leadership, 1999
[23]Deci E L, Ryan R M. Intrinsic Motivation and Selfdetermination in Human Behavior. New York Plenum, 1985.
[24]Lagan, T. E.(2007). Examining authentic leadership:Development of a four-dimensional scale and identification of a nomological network. Unpublished doctorial dissertation, State university of New York at Albany.
[25]李超平,时勘,田宝.变革型领导与员工工作态度:心理授权的中介作用.心理学报,2006,38(2):297-307.
[26]GeorgeJM,ZhouJ.Whenopennesstoexperienceand conscientiousness are related to creative behavior:an interactional approach. Journal of Applied Psychology, 2001, 86:513–524.
[27]Muceldili,B.,Turan H.,Erdil O., The Influence of Authentic Leadership on Creativity and Innovativeness[J].Proce-dia-Social and BehavioralSciences,2013,99(6):673-681.
[28]孔芳,赵西萍.真实型领导及其与下属循环互动机制研究.外国经济与管理,2010(12), 50–56.
[29]Shalley C E. Effects of coactions, expected evaluation, and goal setting on creaticity and productivity. Academy of Management Journal, 1995,38(2):483-503
[30]郭玮,李燕萍,杜旌,陶厚永.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.南开管理评论, 2012,15(3), 51–60.