摘要
基于资源保存理论,构建了一个第二阶段被调节的中介模型,旨在研究自利型领导“如何”影响员工创新行为以及这种影响在“何时”更弱或更强。结果显示:自利型领导负向影响员工创新行为,情绪耗竭在此过程中起着中介作用;工作繁荣负向调节情绪耗竭对员工创新行为的影响,并且负向调节自利型领导通过情绪耗竭影响员工创新行为这一间接效应。
Based on the resource conservation theory,this paper constructs a mediating model of the second stage moderation,which aims to study how self serving leadership affects employees innovation behavior and when“this influence is weaker or stronger”.The results show that self serving leadership has a negative impact on employees innovation behavior,and emotional exhaustion plays a mediating role in this process;work prosperity negatively moderates the impact of emotional exhaustion on employees innovative behavior,and negatively moderates the indirect effect of self serving leadership on employees innovative behavior through emotional exhaustion.
作者
张苏串
陈立新
ZHANG Suchuan;CHEN Lixin(School of Economics and Management,Shanxi University,Taiyuan 030006,China)
出处
《南京邮电大学学报（社会科学版）》
2021年第3期47-57,共11页
Journal of Nanjing University of Posts and Telecommunications(Social Science Edition)
基金
国家自然科学基金项目“‘脸’‘面’逆求视角下多层次亲组织非伦理行为衍化与后效的纵向追踪研究”(72071124)
教育部人文社会科学研究规划基金项目“迈向‘后物质主义’时代的职场精神对企业员工工作满意度的影响机制研究”(18YJA630145)
山西省研究生教育创新项目“新时代晋商精神助推山西民营经济健康发展的机制研究”(2020SY064)。
关键词
自利型领导
情绪耗竭
工作繁荣
员工创新行为
self serving leadership
emotional exhaustion
work prosperity
employees innovation behavior
