摘要
领导情感信任会促进员工表现创新行为,但员工个体的风险倾向与组织行为授权可能对其具有调节作用。结果显示(1)领导情感信任能正向预测员工创新行为;(2)领导情感信任、组织行为授权与风险倾向对员工创新行为预测存在三维交互作用,相对于其他条件,组织行为授权和风险倾向均处于高水平条件下,领导情感信任与员工创新行为的正相关程度更为明显。探讨领导情感信任、组织行为授权、风险倾向与员工创新行为的关系可以为甄别影响员工创新行为的个体和环境因素提供理论指导,此外,也可为企业和直接领导如何增加员工创新行为提供借鉴。
When leaders emotionally trust employees, employees may be more creative and exhibit more innovative behaviors. However, this positive relationship between emotional trust from leader and employee's innovative behavior may be moderated by employee's risk propensity and organizational behavioral empowerment climate. The data was collected from 318 employees paired with 39 immediate leaders from different industries. The results showed that 1) emotional trust from leader was positively related to the employees' innovation behavior; 2) the three-ways interaction effect of leaders' emotional trust, organizational behavioral empowerment climate and employees' risk propensity on employees 'innovative behavior was significantly positive. More specifically, when employees with higher risk propensity work in higher organizational behavioral empowerment climate, leaders' emotional trust could enhance their innovative behavior more strongly. We also discussed the theoretical implication of this study and also provided the guidance on how enterprises and leaders increase employees' innovative behavior.
作者
李宏利
王星
董丽娟
杨岚
LI Hongli;WANG Xing;DONG Lijuan;YANG Lan(College of Education,Soochow University,Suzhou 215123,China)
出处
《心理与行为研究》
CSSCI
北大核心
2018年第5期701-712,共12页
Studies of Psychology and Behavior
关键词
创新行为
领导情感信任
风险倾向
组织行为授权
innovative behavior
emotional trust
risk propensity
organizational behavioral empowerment.