中国文化情境下变革型领导与员工创新行为关系研究

Research on the Relationship between Transformational Leadership and Employee Innovative Behavior

中国文化情境下的变革型领导更有利于激发圈内人的创新行为,建设性变革责任感的被中介的调节效应模型可以解释这一现象,并有助于辩证地看待中国文化情境与创新行为的关系。基于差序格局理论和社会交换理论引入领导-成员交换作为情境调节变量、建设性变革责任感作为中介变量,通过对450份来自科技型企业的样本实证检验发现,变革型领导、建设性变革责任感和员工创新行为之间呈显著正相关,领导-成员交换正向调节变革型领导与员工创新行为的关系,其内在作用机制是通过调节建设性变革责任感与创新行为之间的关系并结合建设性变革责任感的中介作用而实现。

Transformational leadership in the context of chinese culture is more conductive to stimulate innovative behavior of insiders.The mediated moderation effect model of felt obligation for constructive change can explain this phenomenon and help to dialectically view the relationship between Chinese cultural context and innovation behavior.Based on the differential mode of association theory and social exchange theory,leader-member exchange is introduced as a situational moderating variable and felt obligation for constructive change is introduced as a mediation variable.The empirical analysis of 450 samples of science and technology enterprises shows that there is a significant positive correlation between transformational leadership,felt obligation for constructive change and employee innovation behavior,leader-member exchange positively moderats the relationship between transformational leadership and employee innovation behavior.Its internal mechanism is realized by moderating felt obligation for constructive change and innovation behavior,combined with the mediation role of felt obligation for constructive change.