共享领导与员工创造力:一个被调节的中介模型

Shared Leadership and Employee Creativity: A Moderated Mediation Model

本研究结合自我决定理论和工作特征理论,将共享领导和员工创造力引入分析框架中,以心理所有权作为中介变量、任务重要性作为调节变量,构建了一个跨层的有调节的中介模型。通过对13家企业、74个团队的401个样本进行实证研究发现:(1)共享领导与员工创造力显著正相关;(2)心理所有权在共享领导和员工创造力之间发挥中介作用;(3)任务重要性增强共享领导对心理所有权的正向作用,并正向调节共享领导对员工创造力的间接作用。本研究拓展了共享领导的跨层研究,同时通过关注员工个体心理感受,丰富了共享领导对创造力的中介机制及其边界条件研究,并对员工创造力管理实践具有重要的管理启示。

Drawing on self-determination theory and job characteristics theory, this paper developed a moderated mediation model to examine the mechanism between shared leadership and employee creativity including mediating effect of psychological ownership and moderating effect of task significance. Based on a sample of 401 members from 74 teams in 13 companies, the results showed that： （ 1 ） Shared leadership positively related to employee creativity; （ 2 ） Psychological ownership mediated the relationship between shared leadership and employee creativity; （ 3 ） Task significance not only enhanced the relationship between shared leadership and psychological ownership, but also significantly moderated the indirect positive relationship between shared leadership and employee creativity. This study not only expands the multilevel research about shared leadership, but also explores the mediation mechanism between shared leadership and employee creativity and its boundary conditions. In addition, this study has important managerial implications.