创业型领导、心理授权与员工创新行为

Entrepreneurial Leadership,Psychological Empowerment and Employee Innovative Behavior

文章基于281家中国企业的样本数据,对创业型领导、心理授权与员工创新行为的关系进行实证研究并考察员工变革承诺的调节作用,报告了创业型领导及其与员工创新行为的现状并设计相关模型进行研究。结果表明创业型领导和心理授权对员工创新行为有显著影响;心理授权创业型领导与员工创新行为的关系中起完全中介作用,员工变革承诺调节创业型领导与员工创新行为的关系,高员工承诺情境中,创业型领导能更好地预测员工创新行为。文章为创业型领导的相关理论观点补充了中国情境下的经验证据,丰富了该领域的文献。对管理实践而言,高度动态变化的环境和激烈的竞争,创新成为企业获得竞争优势以求得生存和发展的主要来源,推动员工创新行为产生已成为企业领导者和管理者的共识。研究结果显示,在领导风格的培育上,应该形成以变革心智、推动创新、掌控风险、整合关系、亲和感召和人文关怀为特征的创业型领导风格并重视员工的心理授权状态,使他们形成坚定的信念,感受到重视并赋予较大的工作自主权,培养员工不怕困难、坚持不懈的精神。当员工信心十足、坚忍不拔、敢于打破常规和挑战权威时,员工能产生更多的创新行为。

Based on the extant literature, this study attempts to provide a conceptual model for how entrepreneurial leadership and psychological empowerment influences employee innovative behavior by using commitment to change as mediator. The results show that entrepreneurial leadership and psychological empowerment have a significant effect on employee innovative behavior. The full mediating effect of psychological empowerment on the relationship between entrepreneurial leadership and employee innovative behavior are proved. And commitment to change moderates the relationship between entrepreneurial leadership and employee innovative behavior. For management practice, with the highly dynamic environment and fierce competition, innovation has become the main source of the enterprise getting the competition advantage to survive and promoting the employees; innovation behavior also becomes the common sense of enterprise leader and managers. The results show that enterprises＂ leader should change mind, improve innovation, control risk, and integrate relative relationship, affinity and humanistic concern. They must pay attention to psychological empowerment, cultivate the spirit of facing the problem without fear and making unremitting efforts. Employee will display more innovative behavior when they exude confidence, break the routine and challenge authority.