领导灵性资本与外在奖酬对员工创新行为的影响——创新角色认同的有中介的调节作用

文章将内在动机和外部激励相整合,提出一个新的分析框架,用以研究领导灵性资本对下属创新行为的影响及其作用路径。运用多元回归分析和结构方程模型以问卷形式对269名员工进行调查,研究发现:领导灵性资本对员工创新行为有显著的正向影响;外在奖酬调节二者关系,当领导灵性资本处于高水平时,低程度的外在奖酬能很好地促进领导灵性资本对员工创新行为的转化,而当领导灵性资本位于低水平区间时,则需要高程度的外在奖酬将两者进行转化;创新角色认同加强领导灵性资本对员工创新行为的积极影响,并部分中介外在奖酬对二者关系的调节效应。因此,企业应多注重领导灵性资本的甄别与开发以及绩效体系的优化,以促进员工创新行为。

In order to investigate the influence and acting path of spiritual capital on creative behavior of employees, this article proposed a new analytical framework by combining intrinsic motivation with external incentive. By using multiple regression analysis and structural equation model, it investigated 269 employees by questionnaire. The results showed that leadership spiritual capital has a significant positive influence on employee innovation behavior; and extrinsic rewards regulate the relationship between the two, and when leadership spiritual capital is at a high level, a low level of extrinsic reward can well promote the transformation of leadership spiritual capital into employees’ innovative behavior, and when the leadership’s spiritual capital is located in a low level range, a high degree of extrinsic rewards is needed to transform the two; innovative role identity strengthens the positive influence of leadership spiritual capital on employee’s innovation behavior, and partially mediates the moderating effect of extrinsic rewards on the relationship between them. Therefore, enterprises should pay more attention to the identification and development of spiritual capital as well as optimization of performance system in order to increase the creative behavior of employees.