包容领导行为与员工创新绩效的关系研究——一个有中介的调节模型

Study on the Relationship Between Inclusive Leadership Behavior and Em ployees’Innovation Performance——An Intermediary Adjustment Model

基于社会交换理论及自我角色认同理论,探讨了在有中介的调节模型基础上包容领导行为对员工创新绩效的影响。通过收集问卷并采用多项式回归进行数据统计分析,研究结果显示:包容领导行为显著正向影响员工的创新绩效;员工工作幸福感在包容领导行为与员工创新绩效之间起中介作用;领导一成员交换的调节作用通过员工工作幸福感的中介实现。领导一成员交换关系越密切,员工工作幸福感在包容领导行为与员工创新绩效之间的中介作用越大,反之越小。

Based on the theory of social exchange and self-identity identification theory,this paper explores the impact of leadershipbehavior on employee innovation performance based on an internediary adjustment model.Through the ollection of questionnaires and polynomial regression for statistical analysis,result shows that inclusive leadershipbehavior significantly positively affects employees'innovation performance;employee work well-being mediates between inelusive leadershipbehavior and employee innovation performance;leadership-member exchange the adjustment function is realized through the intermediary of employee work happiness:the closer the leadership-member exchange relationship,the greater the mediating effect of employee work happiness in inclusive leadershipbehav ior and employee innovation performance,and vice versa.