家庭支持型领导如何驱动员工的创新行为——自我概念的链式中介效应
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摘要
基于自我概念视角,引入家庭支持型领导影响员工创新行为的评价路径(组织自尊)与认知路径(内部人身份感知),构建了相应的链式中介模型。为更好地理解变量之间的统计关系和集合关系,采用多项式回归和模糊集定性比较分析的方法分别对314份与178份员工问卷进行分析。结果表明:(1)在控制了人口统计学特征变量以后,家庭支持型领导对员工创新行为、组织自尊以及内部人身份感知都有着显著的正向预测作用;(2)家庭支持型领导能通过组织自尊与内部人身份感知对员工创新行为产生积极影响,且该中介作用包含了3条路径——组织自尊单独的中介作用、内部人身份感知单独的中介作用、以及组织自尊—内部人身份感知的链式中介作用;(3)家庭支持型领导与组织自尊同时较高或较低时都能促进员工的创新行为,且较高比较低时对员工创新行为的促进更加有效。
From the perspective of self-concept, this paper identified the self-evaluation as well as self-cognition mechanisms which mediated the effects of family supportive leadership on employee's innovative behavior, and thus this paper constructed a serial mediating model. In order to better understand the statistical associations and the set relations of the conjunctions and conditions, multiple regression analysis(MRA) and fuzzy-set qualitative comparative analysis(fsQCA) techniques are combined together to analyze the data, Results indicated that:(1)After controlling for demographic characteristic variables, family supportive leadership was positively correlated with employee's innovative behavior, organization-based self-esteem and perceived insider status; organization-based self-esteem was positively correlated with perceived insider status and employee's innovative behavior;and perceived insider status was positively correlated with employee's innovative behavior.(2) Mediation analysis revealed that family supportive leadership could affect employee's innovative behavior through the mediation of organization-based self-esteem and perceived insider status. The mediation effect contained three paths: the first path was the separate mediation effect of organization-based self-esteem; the second path was the separate mediation effect of perceived insider status; and the third path was the serial mediation effect of organization-based self-esteem and perceived insider status.(3) Both family supportive leadership and organizational self-esteem can promote employee's innovative behavior when they are both higher or lower, and the effect is much better when they are both higher than they are both lower.
From the perspective of self-concept, this paper identified the self-evaluation as well as self-cognition mechanisms which mediated the effects of family supportive leadership on employee's innovative behavior, and thus this paper constructed a serial mediating model. In order to better understand the statistical associations and the set relations of the conjunctions and conditions, multiple regression analysis(MRA) and fuzzy-set qualitative comparative analysis(fsQCA) techniques are combined together to analyze the data, Results indicated that:(1)After controlling for demographic characteristic variables, family supportive leadership was positively correlated with employee's innovative behavior, organization-based self-esteem and perceived insider status; organization-based self-esteem was positively correlated with perceived insider status and employee's innovative behavior;and perceived insider status was positively correlated with employee's innovative behavior.(2) Mediation analysis revealed that family supportive leadership could affect employee's innovative behavior through the mediation of organization-based self-esteem and perceived insider status. The mediation effect contained three paths: the first path was the separate mediation effect of organization-based self-esteem; the second path was the separate mediation effect of perceived insider status; and the third path was the serial mediation effect of organization-based self-esteem and perceived insider status.(3) Both family supportive leadership and organizational self-esteem can promote employee's innovative behavior when they are both higher or lower, and the effect is much better when they are both higher than they are both lower.
引文
陈晓萍,徐淑英,樊景立.2012.组织与管理研究的实证方法[M].北京:北京大学出版社.
方杰,温忠麟,张敏强,等.2014.基于结构方程模型的多重中介效应分析[J].心理科学,37(3):735-741.
管春英.2016.包容性领导对员工创新行为的多链条作用机制研究[J].科学学与科学技术管理,37(6):159-168.
黄亮,彭璧玉.2015.工作幸福感对员工创新绩效的影响机制:一个多层次被调节的中介模型[J].南开管理评论,18(2):15-29.
姜海.2016.家庭支持型主管对员工工作态度和工作投入的作用机制及干预研究[D].武汉:华中师范大学.
林忠,鞠蕾,陈丽.2013.工作-家庭冲突研究与中国议题:视角、内容和设计[J].管理世界,9:154-171.
刘晔,曲如杰,时勘,等.2016.领导创新期待对员工根本性创新行为的影响:创新过程投入的视角[J].南开管理评论,19(6):17-26.
刘蕴.2016.道德型领导对员工帮助行为的影响机制:基于自我概念的视角[J].经济管理,1:84-93.
陆欣欣,涂乙冬.2014.基于组织的自尊的情境化与适用性[J].心理科学进展,22(1):130-138.
吕霄,樊耘,张婕,等.2018.授权型领导视角下个性化交易形成及对员工创新行为的影响[J].科学学与科学技术管理,39(4):139-149.
马红宇,邱慕梦,唐汉瑛,等.2016.家庭支持型主管行为研究述评与展望[J].外国经济与管理,38(10):89-101.
彭台光,高月慈,林钲棽.2006.管理研究中的共同方法变异:问题本质、影响、测试和补救[J].管理学报(台湾),23(1):77-98.
曲如杰,康海琴.2014.领导行为对员工创新的权变影响研究[J].管理评论,26(1):88-98.
沈伊默,周婉茹,魏丽华,等.2017.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,49(8):1100-1112.
舒睿,梁建.2015.基于自我概念的伦理领导与员工工作结果研究[J].管理学报,12(7):1012-1020.
汪林,储小平,黄嘉欣,等.2010.与高层领导的关系对经理人"谏言"的影响机制:来自本土家族企业的经验证据[J].管理世界,5:108-117.
王凤彬,郑腾豪,刘刚.2018.企业组织变革的动态演化过程:基于海尔和IBM纵向案例的生克化制机理的探讨[J].中国工业经济,6:174-192.
王三银,刘洪,林彦梅.2016.工作边界强度对员工组织认同的影响研究:工作边界弹性能力和组织自尊的作用[J].科学学与科学技术管理,37(5):119-128.
王三银,刘洪,刘润刚.2018.类亲情交换关系视角下家庭支持型领导对员工帮助行为的影响研究[J].管理学报,15(7):980-987.
王雁飞,蔡如茵,林星驰.2014.内部人身份认知与创新行为的关系:一个有调节的中介效应模型研究[J].外国经济与管理,36(10):40-53.
王永跃,叶佳佳.2015.伦理型领导、创造力自我效能感及员工创造力:绩效的调节作用[J].科学学与科学技术管理,36(9):164-172.
夏飞,王业斌,唐红祥,等.2016.基于创新创业视角的文化与经济研究:第二届文化与经济论坛(2016)综述[J].经济研究,51(12):181-186.
肖贵蓉,赵衍俊.2017.伦理型领导与员工离职倾向:领导-成员交换的中介作用[J].科学学与科学技术管理,38(3):160-171.
徐碧祥.2007.员工信任对其知识整合与共享意愿的作用机制研究[D].杭州:浙江大学.
杨付,张丽华.2012.团队成员认知风格对创新行为的影响:团队心理安全感和工作单位结构的调节作用[J].南开管理评论,15(5):13-25.
尹俊,王辉,黄鸣鹏.2012.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,44(10):1371-1382.
于保平.2010.家族企业主的信任及职业经理人行为反应[D].上海:复旦大学.
赵红丹,汤先萍.2015.内部人身份认知研究述评[J].外国经济与管理,37(4):56-65.
周业安,黄国宾,何浩然,等.2014.领导者真能起到榜样作用吗?一项基于公共品博弈实验的研究[J].管理世界,10:75-90.
Afsar B,Badir Y F,Saeed B B,et al.2017.Transformational and transactional leadership and employee's entrepreneurial behavior in knowledge-intensive industries[J].International Journal of Human Resource Management,28(2):307-332.
Chang S J,Van Witteloostuijn A,Eden L.2010.From the editors:Common method variance in international business research[J].Journal of International Business Studies,41(2):178-184.
Chen Z X,Aryee S.2007.Delegation and employee work outcomes:An examination of the cultural context of mediating processes in China[J].Academy of Management Journal,50(1):226-238.
Cheung M W L.2007.Comparison of approaches to constructing confidence intervals for mediating effects using structural equation models[J].Structural Equation Modeling:A Multidisciplinary Journal,14(2):227-246.
Dai L,Chen Y.2015.A systematic review of perceived insider status[J].Journal of Human Resource and Sustainability Studies,3(2):66-72.
Fiss P C.2011.Building better causal theories:A fuzzy set approach to typologies in organization research[J].Academy of Management Journal,54(2):393-420.
Hammer L B,Kossek E E,Yragui N L,et al.2009.Development and validation of a multidimensional measure of family supportive supervisor behaviors(FSSB)[J].Journal of Management,35(4):837-856.
Hayes A F.2009.Beyond Baron and Kenny:Statistical mediation analysis in the new millennium[J].Communication Monographs,76(4):408-420.
Hayes A F.2013.Introduction to Mediation,Moderation,and Conditional Process Analysis:A Regression-based Approach[M].New York:Guilford Press.
Ho J,Plewa C,Lu V N.2016.Examining strategic orientation complementarity using multiple regression analysis and fuzzy set QCA[J].Journal of Business Research,69(6):2199-2205.
James W.1890.The Principles of Psychology[M].New York:Dover.
Javed B,Naqvi S M M R,Khan A K,et al.2017.Impact of inclusive leadership on innovative work behavior:The role of psychological safety[J].Journal of Management&Organization,23(3):472-472.
Kalshoven K,Den Hartog D N,De Hoogh A H B.2011.Ethical leadership at work questionnaire(ELW):Development and validation of a multidimensional measure[J].Leadership Quarterly,22(1):51-69.
Leroy H,Anseel F,Gardner W L,et al.2015.Authentic leadership,authentic followership,basic need satisfaction,and work role performance:A cross-level study[J].Journal of Management,41(6):1677-1697.
Liao P Y.2015.The role of self-concept in the mechanism linking proactive personality to employee work outcomes[J].Applied Psychology,64(2):421-443.
Matta F K,Scott B A,Koopman J,et al.2015.Does seeing'eye to eye'affect work engagement and organizational citizenship behavior?A role theory perspective on LMX agreement[J].Academy of Management Journal,58(6):1686-1708.
Matthews R A,Mills M J,Trout R C,et al.2014.Family-supportive supervisor behaviors,work engagement,and subjective well-being:A contextually dependent mediated process[J].Journal of Occupational Health Psychology,19(2):168-181.
Pierce J L,Gardner D G,Cummings L L,et al.1989.Organization-based self-esteem:Construct definition,measurement,and validation[J].Academy of Management Journal,32(3):622-648.
Ragin C C.2009.Redesigning Social Inquiry:Fuzzy Sets and Beyond[M].Chicago:University of Chicago Press.
Rofcanin Y,Las Heras M,Bakker A B.2017.Family supportive supervisor behaviors and organizational culture:Effects on work engagement and performance[J].Journal of Occupational Health Psychology,22(2):207-217.
Sacramento C A,Fay D,West M A.2013.Workplace duties or opportunities?Challenge stressors,regulatory focus,and creativity[J].Organizational Behavior&Human Decision Processes,121(2):141-157.
Scott S G,Bruce R A.1994.Determinants of innovation behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,37(3):580-607.
Stamper C L,Masterson S S.2002.Insider or outsider?How employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,23(8):875-894.
Tang Y,Huang X,Wang Y.2017.Good marriage at home,creativity at work:Family-work enrichment effect on workplace creativity[J].Journal of Organizational Behavior,38(5):749-766.
Thomas L T,Ganster D C.1995.Impact of family-supportive work variables on work-family conflict and strain:A control perspective[J].Journal of Applied Psychology,80(1):6-15.
Tian Q,Sanchez J I.2017.Does paternalistic leadership promote innovative behavior?The interaction between authoritarianism and benevolence[J].Journal of Applied Social Psychology,47(5):235-246.
Wang X H,Fang Y,Qureshi I,et al.2015.Understanding employee innovative behavior:Integrating the social network and leader-member exchange perspectives[J].Journal of Organizational Behavior,36(3):403-420.
Wu C H,Parker S K,De Jong J P J.2014.Need for cognition as an antecedent of individual innovation behavior[J].Journal of Management,40(6):1511-1534.
方杰,温忠麟,张敏强,等.2014.基于结构方程模型的多重中介效应分析[J].心理科学,37(3):735-741.
管春英.2016.包容性领导对员工创新行为的多链条作用机制研究[J].科学学与科学技术管理,37(6):159-168.
黄亮,彭璧玉.2015.工作幸福感对员工创新绩效的影响机制:一个多层次被调节的中介模型[J].南开管理评论,18(2):15-29.
姜海.2016.家庭支持型主管对员工工作态度和工作投入的作用机制及干预研究[D].武汉:华中师范大学.
林忠,鞠蕾,陈丽.2013.工作-家庭冲突研究与中国议题:视角、内容和设计[J].管理世界,9:154-171.
刘晔,曲如杰,时勘,等.2016.领导创新期待对员工根本性创新行为的影响:创新过程投入的视角[J].南开管理评论,19(6):17-26.
刘蕴.2016.道德型领导对员工帮助行为的影响机制:基于自我概念的视角[J].经济管理,1:84-93.
陆欣欣,涂乙冬.2014.基于组织的自尊的情境化与适用性[J].心理科学进展,22(1):130-138.
吕霄,樊耘,张婕,等.2018.授权型领导视角下个性化交易形成及对员工创新行为的影响[J].科学学与科学技术管理,39(4):139-149.
马红宇,邱慕梦,唐汉瑛,等.2016.家庭支持型主管行为研究述评与展望[J].外国经济与管理,38(10):89-101.
彭台光,高月慈,林钲棽.2006.管理研究中的共同方法变异:问题本质、影响、测试和补救[J].管理学报(台湾),23(1):77-98.
曲如杰,康海琴.2014.领导行为对员工创新的权变影响研究[J].管理评论,26(1):88-98.
沈伊默,周婉茹,魏丽华,等.2017.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,49(8):1100-1112.
舒睿,梁建.2015.基于自我概念的伦理领导与员工工作结果研究[J].管理学报,12(7):1012-1020.
汪林,储小平,黄嘉欣,等.2010.与高层领导的关系对经理人"谏言"的影响机制:来自本土家族企业的经验证据[J].管理世界,5:108-117.
王凤彬,郑腾豪,刘刚.2018.企业组织变革的动态演化过程:基于海尔和IBM纵向案例的生克化制机理的探讨[J].中国工业经济,6:174-192.
王三银,刘洪,林彦梅.2016.工作边界强度对员工组织认同的影响研究:工作边界弹性能力和组织自尊的作用[J].科学学与科学技术管理,37(5):119-128.
王三银,刘洪,刘润刚.2018.类亲情交换关系视角下家庭支持型领导对员工帮助行为的影响研究[J].管理学报,15(7):980-987.
王雁飞,蔡如茵,林星驰.2014.内部人身份认知与创新行为的关系:一个有调节的中介效应模型研究[J].外国经济与管理,36(10):40-53.
王永跃,叶佳佳.2015.伦理型领导、创造力自我效能感及员工创造力:绩效的调节作用[J].科学学与科学技术管理,36(9):164-172.
夏飞,王业斌,唐红祥,等.2016.基于创新创业视角的文化与经济研究:第二届文化与经济论坛(2016)综述[J].经济研究,51(12):181-186.
肖贵蓉,赵衍俊.2017.伦理型领导与员工离职倾向:领导-成员交换的中介作用[J].科学学与科学技术管理,38(3):160-171.
徐碧祥.2007.员工信任对其知识整合与共享意愿的作用机制研究[D].杭州:浙江大学.
杨付,张丽华.2012.团队成员认知风格对创新行为的影响:团队心理安全感和工作单位结构的调节作用[J].南开管理评论,15(5):13-25.
尹俊,王辉,黄鸣鹏.2012.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,44(10):1371-1382.
于保平.2010.家族企业主的信任及职业经理人行为反应[D].上海:复旦大学.
赵红丹,汤先萍.2015.内部人身份认知研究述评[J].外国经济与管理,37(4):56-65.
周业安,黄国宾,何浩然,等.2014.领导者真能起到榜样作用吗?一项基于公共品博弈实验的研究[J].管理世界,10:75-90.
Afsar B,Badir Y F,Saeed B B,et al.2017.Transformational and transactional leadership and employee's entrepreneurial behavior in knowledge-intensive industries[J].International Journal of Human Resource Management,28(2):307-332.
Chang S J,Van Witteloostuijn A,Eden L.2010.From the editors:Common method variance in international business research[J].Journal of International Business Studies,41(2):178-184.
Chen Z X,Aryee S.2007.Delegation and employee work outcomes:An examination of the cultural context of mediating processes in China[J].Academy of Management Journal,50(1):226-238.
Cheung M W L.2007.Comparison of approaches to constructing confidence intervals for mediating effects using structural equation models[J].Structural Equation Modeling:A Multidisciplinary Journal,14(2):227-246.
Dai L,Chen Y.2015.A systematic review of perceived insider status[J].Journal of Human Resource and Sustainability Studies,3(2):66-72.
Fiss P C.2011.Building better causal theories:A fuzzy set approach to typologies in organization research[J].Academy of Management Journal,54(2):393-420.
Hammer L B,Kossek E E,Yragui N L,et al.2009.Development and validation of a multidimensional measure of family supportive supervisor behaviors(FSSB)[J].Journal of Management,35(4):837-856.
Hayes A F.2009.Beyond Baron and Kenny:Statistical mediation analysis in the new millennium[J].Communication Monographs,76(4):408-420.
Hayes A F.2013.Introduction to Mediation,Moderation,and Conditional Process Analysis:A Regression-based Approach[M].New York:Guilford Press.
Ho J,Plewa C,Lu V N.2016.Examining strategic orientation complementarity using multiple regression analysis and fuzzy set QCA[J].Journal of Business Research,69(6):2199-2205.
James W.1890.The Principles of Psychology[M].New York:Dover.
Javed B,Naqvi S M M R,Khan A K,et al.2017.Impact of inclusive leadership on innovative work behavior:The role of psychological safety[J].Journal of Management&Organization,23(3):472-472.
Kalshoven K,Den Hartog D N,De Hoogh A H B.2011.Ethical leadership at work questionnaire(ELW):Development and validation of a multidimensional measure[J].Leadership Quarterly,22(1):51-69.
Leroy H,Anseel F,Gardner W L,et al.2015.Authentic leadership,authentic followership,basic need satisfaction,and work role performance:A cross-level study[J].Journal of Management,41(6):1677-1697.
Liao P Y.2015.The role of self-concept in the mechanism linking proactive personality to employee work outcomes[J].Applied Psychology,64(2):421-443.
Matta F K,Scott B A,Koopman J,et al.2015.Does seeing'eye to eye'affect work engagement and organizational citizenship behavior?A role theory perspective on LMX agreement[J].Academy of Management Journal,58(6):1686-1708.
Matthews R A,Mills M J,Trout R C,et al.2014.Family-supportive supervisor behaviors,work engagement,and subjective well-being:A contextually dependent mediated process[J].Journal of Occupational Health Psychology,19(2):168-181.
Pierce J L,Gardner D G,Cummings L L,et al.1989.Organization-based self-esteem:Construct definition,measurement,and validation[J].Academy of Management Journal,32(3):622-648.
Ragin C C.2009.Redesigning Social Inquiry:Fuzzy Sets and Beyond[M].Chicago:University of Chicago Press.
Rofcanin Y,Las Heras M,Bakker A B.2017.Family supportive supervisor behaviors and organizational culture:Effects on work engagement and performance[J].Journal of Occupational Health Psychology,22(2):207-217.
Sacramento C A,Fay D,West M A.2013.Workplace duties or opportunities?Challenge stressors,regulatory focus,and creativity[J].Organizational Behavior&Human Decision Processes,121(2):141-157.
Scott S G,Bruce R A.1994.Determinants of innovation behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,37(3):580-607.
Stamper C L,Masterson S S.2002.Insider or outsider?How employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,23(8):875-894.
Tang Y,Huang X,Wang Y.2017.Good marriage at home,creativity at work:Family-work enrichment effect on workplace creativity[J].Journal of Organizational Behavior,38(5):749-766.
Thomas L T,Ganster D C.1995.Impact of family-supportive work variables on work-family conflict and strain:A control perspective[J].Journal of Applied Psychology,80(1):6-15.
Tian Q,Sanchez J I.2017.Does paternalistic leadership promote innovative behavior?The interaction between authoritarianism and benevolence[J].Journal of Applied Social Psychology,47(5):235-246.
Wang X H,Fang Y,Qureshi I,et al.2015.Understanding employee innovative behavior:Integrating the social network and leader-member exchange perspectives[J].Journal of Organizational Behavior,36(3):403-420.
Wu C H,Parker S K,De Jong J P J.2014.Need for cognition as an antecedent of individual innovation behavior[J].Journal of Management,40(6):1511-1534.