领导授权对员工创新绩效的影响研究——基于职业韧性和差错管理氛围的双调节模型

The Impact of Leadership Empowerment on Employee Innovation Performance:A Dual-Adjustment Model Based on Occupational Resilience and Error Management Climate

领导授权多被认为是一种积极有效的管理风格与管理行为,且已被证实带来了良好的实践效果。不同于主流观点,本研究聚焦于领导授权的积极效应和消极影响两方面,并以压力认知理论和资源保存理论等多种理论为基础,构建了一个以工作压力为中介变量,职业韧性和差错管理氛围为调节变量的双调节模型,并对高新技术企业的1 025份调查问卷进行数据分析,结果表明:领导授权与员工创新绩效呈正相关关系,挑战性工作压力和阻碍性工作压力在领导授权与员工创新绩效之间起到部分中介作用;职业韧性在领导授权与挑战性工作压力之间起到正向调节作用,差错管理氛围在领导授权与阻碍性工作压力之间起到负向调节作用。研究结果进一步厘清了领导授权的有效性边界,为后续研究提供了可行的思路。

Leadership delegation is considered to be a positive and effective management style and management behavior,and has been proven to bring good practice results.Different from the mainstream view,this study focuses on the positive and negative effects of leadership empowerment,and constructs a mediator variable based on resource conservation theory,through the data analysis of 1025 questionnaires of high-tech enterprises,the results show that there is a positive correlation between leadership empowerment and employee innovation performance,challenge-hindrance work stress partially mediates the relationship between leadership empowerment and employee innovation performance,and career resilience positively mediates the relationship between leadership empowerment and challenge work stress,error management climate plays a negative role in moderating the relationship between leadership empowerment and obstructive work stress.The results further clarify the validity boundary of leadership delegation,and provide a feasible idea for the follow-up research.