领导激励对员工越轨创新的影响研究——角色宽度自我效能感的中介作用

A Study on the Impact of Leadership Motivation on Employee Deviant Innovation—The Mediating Role of Role Width Self-Efficacy

创新是企业发展的第一推动力,如何有效地激发员工的创新活力是每一个管理者都会面临的问题。本文通过构建领导激励、角色宽度自我效能感与员工越轨创新行为之间的关系理论模型,以233份调查问卷为基础,运用数据分析软件分析研究假设。结果表明:领导激励对员工越轨创新行为具有显著的正向作用,领导激励对员工的角色宽度自我效能感具有显著的正向作用,员工的角色宽度自我效能感对越轨创新行为具有显著的正向作用,角色宽度自我效能感在领导激励与员工越轨创新行为之间起中介作用。领导在对员工采取激励时,应注意激励方式的多样化、灵活化运用。同时,领导者应正确地管理员工的越轨创新行为,保护员工的创新积极性。

Innovation is the primary driving force for enterprise development, and how to effectively stimulate the innovative vitality of employees is a problem that every manager will face. This article constructs a theoretical model of the relationship between leadership motivation, role width self-efficacy, and employee deviant innovative behavior. Based on 233 survey questionnaires, data analysis software is used to analyze and study hypotheses. The results indicate that leadership motivation has a significant positive effect on employee deviant innovative behavior, and leadership motivation has a significant positive effect on employee role width self-efficacy. Employee role width self-efficacy has a significant positive effect on deviant innovative behavior, and role width self-efficacy plays a mediating role between leadership motivation and employee deviant innovative behavior. Leaders should pay attention to the diversification and flexible use of incentive methods when motivating employees. At the same time, leaders should properly manage employees’ deviant innovative behaviors and protect their innovation enthusiasm.