主管沟通开放性与下属越轨创新的关系研究——一个有调节的中介效应模型

The Relationship between Supervisor Communication Openness and Subordinate Bootleg Innovation:A Moderated Mediation Model

基于工作资源-要求模型与资源保存理论,探讨主管沟通开放性与下属越轨创新的关系及其作用机制。采用主管沟通开放性量表、员工越轨创新量表、情绪耗竭量表和上下级任务冲突量表,对179名国有企业员工进行调研。结果表明:主管沟通开放性能够显著正向预测下属越轨创新行为;主管沟通开放性通过员工情绪耗竭的中介作用预测越轨创新行为;上下级任务冲突调节主管沟通开放性与下属越轨创新行为的关系。具体来说,相对于低任务冲突,高任务冲突情境下主管沟通开放性对下属越轨创新行为的影响作用更强。研究结果有助于揭示员工越轨创新行为的形成机制,对员工越轨创新行为的管理有一定启示意义。

Based on Job Demands-Resources Model and Resource Conservation Theory,we explore the relationship between supervisor communication openness and subordinate bootlegging innovation and its mechanism.The Supervisor Communication Openness Scale,the Employee Bootlegging Innovation Scale,the Emotional Exhaustion Scale,and the Subordinate Task Conflict Scale were used to survey 179 employees of state-owned enterprises.Results showed that:supervisor communication openness significantly and positively predicted subordinate bootlegging innovation;supervisor communication openness predicted bootlegging innovation behavior through the mediating role of subordinate emotional exhaustion;and supervisor-subordinate task conflict moderated supervisor communication openness and subordinate bootlegging innovation behavior.Specifically,supervisor communication openness predicted more subordinates’bootlegging innovation behavior in high supervisor-subordinate task conflict compared to lower supervisor-subordinate task conflict.The findings help to reveal the formation mechanism of employees’bootlegging innovation and have some implications for the management of employees’bootlegging behavior.