摘要
以马基雅维利主义与神经质这两种"消极人格特质"为切入点,重新审视了员工领导信任对其创新行为的影响。基于302份有效问卷数据,研究发现:员工领导信任确实能有效促进员工创新行为;领导信任对员工创新行为的促进作用将受制于马基雅维利主义和神经质,随着员工马基雅维利主义和神经质水平的提高,领导信任对员工创新行为的促进作用将随之减弱;进一步基于个体-环境交互视角,纳入组织公平感知的二次调节作用后发现,组织公平感知能有效缓解马基雅维利主义与神经质对领导信任与员工创新行为两者关系的削弱作用。
Taking the two "negative personality traits" of Machiavelli and neuroticism as the starting point,this study re-examines the influence of employee leadership Trust on their innovative behavior.Based on 302 Valid questionnaire data,this study found that,trust-in-supervisor has a positive influence on employee’s innovative behavior.Machiavellianism and neuroticism moderate the relationship of trust-in-supervisor and employee’s innovative behavior,the positive relationship is weaker with high rather than with low quality Machiavellianism and neuroticism.The interaction of perceived organizational justice and Machiavellianism,neuroticism significantly moderate the trust-in-supervisor-employee’s innovative behavior link.Especially,only when perceived organizational justice is high,Machiavellianism and neuroticism are low,the relationship between trust-in-supervisor and employee’s innovative behavior is significantly positive.
作者
钟熙
王甜
彭秋萍
ZHONG Xi;WANG Tian;PENG Qiu-ping(School of Business administration,South China University of Technology,Guangzhou 510641,China)
出处
《工业工程与管理》
CSSCI
北大核心
2019年第6期132-138,148,共8页
Industrial Engineering and Management
基金
国家社会科学基金资助项目(18BGL126)
广东省自然科学基金项目(2017A030313631)
关键词
领导信任
马基雅维利主义
神经质
组织公平感知
员工创新行为
trust-in-supervisor
machiavellianism
neuroticism
perceived organizational justice
employee’s innovative behavior
