自利型领导与员工创新行为:工作繁荣和权力距离的作用

Self-serving Leadership and Employees’Innovative Behavior:Roles of Thriving at Work and Power Distance

基于资源保存理论,构建一个有中介的调节模型,探讨自利型领导对员工创新行为的影响及其作用机制。以402名组织员工为样本,实证研究发现:自利型领导对员工的创新行为具有负向影响,工作繁荣在二者关系之间起中介作用;员工的权力距离调节自利型领导对创新行为的影响,对权力距离越低的员工,自利型领导对创新行为的负向影响越强;员工的权力距离在自利型领导与创新行为关系之间的调节作用通过工作繁荣的中介实现,对低水平权力距离的员工,自利型领导经由工作繁荣对创新行为的间接负向影响显著,对高水平权力距离的员工,这一间接影响不显著。

Based on conservation of resources theory,this paper which constructs a mediated moderation model,investigates the impact of self-serving leadership on employees’innovative behavior,the mediating role of thriving at work and the moderating role of power distance.Taking 402 organizational employees as samples,the empirical study shows that self-serving leadership has a negative impact on employees’innovative behavior,and thriving at work plays a mediating role between them.Power distance moderates the ef⁃fect of self-serving leadership on innovative behavior.For employees with lower power distance,the negative impact of self-serving leadership on innovative behavior is stronger.The moderating effect of power distance is mediated by thriving at work.For employees with low level of power distance,self-serving leadership has a significant indirect negative effect on innovative behavior through thriv⁃ing at work,while for employees with high level of power distance,this indirect effect is not significant.