差异化变革型领导对员工创新行为的影响:资源转化视角

Influence of Differentiated Transformational Leadership on Employee Innovative Behavior:The Perspective of Resource Transformation

差异化变革型领导是变革型领导多层次建构的结果。早期的变革型领导研究尚未触及领导层面的核心,而差异化变革型领导研究为分层面探讨领导理论提供了新视角。按照中国式交往原则,领导在不同的工作场所会根据与员工不同的关系质量形成差序格局,进而表现出差异化的领导行为。而资源守恒理论认为,差序格局是领导与员工间资源交换差异的结果。基于资源守恒理论和领导-成员交换理论,将环境动态性、环境竞争性、领导-成员交换引入差异化变革型领导与员工创新行为关系机制中,构建以领导-成员交换为中介、环境动态性和环境竞争性为调节的三维交互下有调节的中介模型,从资源视角揭示差异化变革型领导对创新行为影响的内在机制。采用结构方程模型、Bootstrapping法和双因素分析方法进行层面和简单效应分析,以25人以上的科技企业作为调研对象,收集软件研发、电子通信、生物医药、新材料制造等多个行业32家科技企业人力和研发部门的58个团队配对样本进行实证。研究结果表明,团队一致性和个体差异性变革型领导均对员工创新行为具有显著正向影响,领导-成员交换在个体差异性变革型领导与员工创新行为间起部分中介作用,在团队一致性变革型领导与员工创新行为间没有中介作用;环境动态性与环境竞争性的交互项在个体差异性变革型领导与员工创新行为间以领导-成员交换为中介的间接关系中有正向调节作用,且高动态-高竞争环境组合更能促进领导资源优化配置。中国情景下形成的圈子文化更利于领导与员工间的资源互动,进而促进创新行为,且组织内外部环境的高度协同更能促进领导与员工间的资源转化进程。均衡分配领导资源可以直接促进员工创新,但并不利于二者间的资源交互。研究结果厘清了复杂环境下差异化变革型领导者与成员的资源传递机制,为解释中国本土文化提供了新的视角。

Differentiated transformational leadership is the result of multi-level construction of transformational leadership. Previous research on transformational leadership has not yet touched the core of leadership analysis. However,research on differential transformational leadership has provided novel insights into the discussion of leadership theory. According to the principle of Chinese-style communication,leaders in different workplaces will form a pattern of differences sequence based on the quality of their relationship with their subordinates,and thus demonstrate differentiated leadership behaviors. While resource conservation theory holds that the pattern of difference sequence finally leads to resource exchange differences between leaders and subordinates.Based on resource conservation theory and leader-member exchange theory,we introduce environmental dynamics,environmental competitiveness,and leader-member exchange into the mechanism of the relationship between differentiated transformational leadership and employee innovation behavior,build a three-dimension interactive moderated mediation model where leadermember exchange as mediator variable and environmental dynamics and environmental competitiveness as moderator variables,and shed some light on the intrinsic mechanism of differential transformational leadership influencing on innovation behavior from the perspective of resources. Drawing on structural equation model,bootstrapping and two-factor analysis methods,we conduct layer and simple effect test using 58 team paired samples collected from HR and RD division of 32 sci-tech corps over 25 employees,covering multiple industries such as software research and development,electronic communications,biomedicine,and new material manufacturing.The research results show that both team consistency and individual difference transformational leadership have significant positive effects on employee innovation behavior,and leader-member exchange partly mediates the relationship between individual-focused leadership and employee innovative behavior,but no mediation effect is found in the relationship between group-focused leadership and employee innovative behavior. Additionally,the interaction of environmental dynamics and environmental competitiveness moderates the indirect relationship mediated by leader-member exchange between differentiated transformational leadership and employee innovative behavior,that is,the combination of high environmental dynamics and high environmental competitiveness is more likely to optimize the allocation of leadership resources.The findings in this paper indicate that the＂circle culture＂is more conducive to the interaction of resources between leaders and employees in the context of China,and thereafter promoting innovative behaviors. And the highly synergy of internal and external environment can improve the process of resource transformation between leaders and subordinates. Besides,the balanced distribution of leadership resources can directly facilitate employee＇s innovation,but can not contribute to the resource exchange between leaders and employees. The study clarifies the resource transfer mechanism between differentiated and transformational leaders and their members in a complex environment,and provides a new perspective to interpretate their relationship under Chinese indigenous culture.