知识经济时代,创新对企业提高竞争力日益重要。尽管现有研究表明领导风格对员工创新具有显著影响,但中国情景下差序式领导与员工创新行为间的作用机制尚不清晰。文章以工作投入为中介变量,以雇佣关系氛围为调节变量,探究差序式领导对创...知识经济时代,创新对企业提高竞争力日益重要。尽管现有研究表明领导风格对员工创新具有显著影响,但中国情景下差序式领导与员工创新行为间的作用机制尚不清晰。文章以工作投入为中介变量,以雇佣关系氛围为调节变量,探究差序式领导对创新行为的影响,基于275名知识型员工问卷数据的实证检验,得出结论:差序式领导显著正向影响员工创新行为;工作投入在差序式领导与员工创新行为间起部分中介作用;雇佣关系氛围正向调节差序式领导与工作投入间的关系。In the knowledge economy, innovation is increasingly important for firms to improve their competitiveness. Although existing studies show that leadership style has a significant influence on employees’ innovative behavior, the mechanism of action and boundary conditions between differential leadership and employees’ innovative behavior in the context of the Chinese scenario have not been fully explained. This paper explores the effect of differential leadership on innovation behavior, using work engagement as a mediating variable and employment relation atmosphere as a moderating variable, based on an empirical test of questionnaire data from 275 knowledge workers. The findings of this paper are as follows: differential leadership has a significant positive effect on employees’ innovative behavior;work engagement partially mediates the relationship between differential leadership and employees’ innovative behavior;and employment relation atmosphere positively moderates the relationship between differential leadership and work engagement. The study reveals the relationship between differential leadership and employees’ innovative behavior, which has important implications for companies to motivate their employees to innovate.展开更多
文摘知识经济时代,创新对企业提高竞争力日益重要。尽管现有研究表明领导风格对员工创新具有显著影响,但中国情景下差序式领导与员工创新行为间的作用机制尚不清晰。文章以工作投入为中介变量,以雇佣关系氛围为调节变量,探究差序式领导对创新行为的影响,基于275名知识型员工问卷数据的实证检验,得出结论:差序式领导显著正向影响员工创新行为;工作投入在差序式领导与员工创新行为间起部分中介作用;雇佣关系氛围正向调节差序式领导与工作投入间的关系。In the knowledge economy, innovation is increasingly important for firms to improve their competitiveness. Although existing studies show that leadership style has a significant influence on employees’ innovative behavior, the mechanism of action and boundary conditions between differential leadership and employees’ innovative behavior in the context of the Chinese scenario have not been fully explained. This paper explores the effect of differential leadership on innovation behavior, using work engagement as a mediating variable and employment relation atmosphere as a moderating variable, based on an empirical test of questionnaire data from 275 knowledge workers. The findings of this paper are as follows: differential leadership has a significant positive effect on employees’ innovative behavior;work engagement partially mediates the relationship between differential leadership and employees’ innovative behavior;and employment relation atmosphere positively moderates the relationship between differential leadership and work engagement. The study reveals the relationship between differential leadership and employees’ innovative behavior, which has important implications for companies to motivate their employees to innovate.
