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被引量：34

Authentic Leadership and Employee Innovation Performance:Mediating Role of Felt Obligation for Constructive Change

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摘要基于社会交换理论和情境交互理论的视角,通过问卷调查,探讨了真实型领导如何通过提升员工的建设性责任知觉进而影响员工创新绩效,同时分析了工作资源充足性在这一过程中的调节作用。研究结果表明,真实型领导正向影响员工创新绩效;建设性责任知觉在真实型领导影响员工创新绩效的过程中起中介作用;工作资源充足性正向调节了该中介作用,即当工作资源充足性高时,建设性责任知觉的中介作用更强。研究结果为真实型领导对员工创新绩效的影响机制提供了新的解释途径,从理论和实践上丰富并拓展了组织创新、领导行为和工作环境方面的相关研究。 Innovation is the key driver of modern organization development,and is vital to its successful performance.Sampling 220 employees and their immediate supervisors from a state owned real-estate company and a IT company,this study examined the role of authentic leadership as an antecedents of employee innovation performance,and tested the mediating effects of felt obligation for constructive change（FOCC）in that relationship.Moderated mediation effect of work resource sufficiency was investigated as well.SEM and regression results showed that authentic leadership was positively related to employee innovation job performance,and such positive relationship was mediated by employee FOCC.Moreover,such mediation effect was stronger under the condition of high work resource sufficiency.The results not only support the theories of social exchange and situation interaction,but also provide a good research perspective and bases for follow-up research in employee innovation performance,and for management practice of enterprises.

作者杨浩杨百寅韩翼毛畅果

机构地区清华大学经济管理学院中南财经政法大学管理学院首都经济贸易大学劳动经济学院

出处《管理学报》 CSSCI 北大核心 2016年第4期533-541,共9页 Chinese Journal of Management

基金国家自然科学基金资助项目(71421061 71402107 71232002)

关键词建设性责任知觉员工创新绩效真实型领导工作资源充足性 felt obligation for constructive change employee innovation performance authentic leadership work resource sufficiency

分类号 C93 [经济管理—管理学]

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