包容型领导对员工创新行为的影响——一个被调节的中介模型

The Influence of Inclusive Leadership to Employees' Innovation Behavior:A Moderated Mediation Model

本文以组织支持理论为基础,以团队心理安全感为中介和权力距离为调节,基于一个被调节的中介模型探索了包容型领导对员工创新行为的影响机制。通过对67家企业的468套领导—员工配对问卷调查,研究结果表明:(1)包容型领导对员工创新行为有显著的正向影响,并且团队心理安全感在两者之间起不完全中介作用;(2)权力距离对包容型领导与团队心理安全感之间的关系存在显著的负向调节效应;(3)权力距离显著负向调节团队心理安全感在包容型领导与员工创新行为之间的中介作用,即:下属权力距离越高,上述中介作用越弱;反之越强。

Under the background of political multi-polarization and economic globalization, the uncertainty faced by enterprises is getting higher and higher, and enterprises＇ life cycle is getting shorter. Innovation is increas- ingly becoming the motivation and source for enterprises＇ survival and development, therefore, more and more en- trepreneurs claim： Innovation, or death. However, the innovation of the enterprises has to rely on employee＇ inno- vation behavior. Therefore, how to improve the staff＇ s innovation behavior has become a hot topic in theory and practice of organizational management. As the key part and the soul of organizational management, the impact of leadership on employee＇ innovation behavior draws great attention naturally. Many scholars focus on the influence on Employees＇ innovation behavior from the perspective of charismatic leadership or transformational leadership, etc. However, the results from their research show that the impact from the charismatic leadership on employee＇ in- novation behavior is still on dispute; while though most studies have confirmed that the transformational leadership can significantly affect the employees＇ innovation behavior, some scholars also pointed out that the relationship be- tween them was not that significant. Then, what leadership style is more able to improve employees＇ innovation be- havior？ How leadership style is to exert influence on the innovation behavior of the staff？ Also, why the influence of leadership on Employees＇ innovation behavior is not stable？ To unravel these puzzles, this study will explore the re- lationship between inclusive leadership and subordinates＇ innovation behavior. Based on the organizational support theory, this study put forward a moderated mediation model and deeply discusses the function mechanism of the inclusive leadership to the Employees＇ innovation behavior. The main re- search content is as follows： Research on the relations between the inclusive leadership and Employees＇ innovation behavior. Research on the transmission mechanism from inclusive leadership to Employees＇ innovation behavior. Research on the situational factors of the mechanism of inclusive leadership to Employees＇ innovation behavior. The study mainly adopts literature research and empirical study methods, and analyzes the data using the sta- tistical software of SPSS21.0 and AMOS17.0. Conclusions of this study are as follows： Inclusive leadership has a positive effect on Employees＇ innovation behavior. There is a significant multiple mediation effect of team psycho- logical safety in the action mechanism of inclusive leadership and Employees＇ innovation behavior. In the relation between inclusive leadership and team psychological safety, power distance has a negative moderating effect. And on the mediation effect of team psychological safety between inclusive leadership and Employees＇ innovation behav- ior, power distance also has a negative moderating effect. The theoretical significance of this study lies in ： This research expands the study of leadership style theory, in- clusive leadership theory and Employees＇ innovation behavior theory; expands the relationship between inclusive leadership and organizational performance; further explore the factors influencing employees＇ innovation behavior. The practical significance of this study is to： Provide new ways and new thinking pattern to enhance the inno- vation behavior of the employees. To do a comparative study on the different impact paths of inclusive leadership to their followers, and to provide scientific basis for efforts to improve the employees＇ innovation behavior. To provide the basis of human resource management practice for selection of creative employees. The innovation of this study is mainly manifested in the following four aspects ： Built the model of the influence mechanism of inclusive leadership to their Employees＇ innovation behavior. Found the key of the ＇ black box＇ to open the relationship between inclusive leadership and Employees＇ innovation behavior, and revealed the transmis- sion mechanism between inclusive leadership and followers＇ innovation behavior. Found a situational condition for the influence mechanism of inclusive leadership to followers＇ innovation behavior, thereby to more accurately inter- pret the relationship between inclusive leadership and followers＇ innovation behavior.