包容型领导对员工创新行为的影响:心理安全感的中介作用
详细信息 查看官网全文
- 英文论文题名：The Influence of Inclusive Leadership on Employees' Innovative Behavior: the Mediating Role of Psychological Security
- 论文作者：李保明 ; 欧阳玉灿
- 英文论文作者：Li Baoming ; Ouyang Yucan ; Business School of Zhengzhou University
- 年：2016
- 作者机构：郑州大学商学院;郑州大学人力资源与创业研究中心;
- 论文关键词：包容型领导 ; 员工创新行为 ; 心理安全感 ; 作用机制
- 英文论文关键词：Inclusive leadership ; Employee's innovation behavior ; Psychological safety ; Functional mechanism
- 会议召开时间：2016-09-28
- 会议录名称：第十一届（2016）中国管理学年会论文集
- 语种：中文
- 分类号：B844.3;F272.92
- 学会代码：ZGUH
- 会议名称：第十一届（2016）中国管理学年会
- 会议地点：中国黑龙江哈尔滨
- 主办单位：中国管理现代化研究会、复旦管理学奖励基金会
- 学会名称：中国管理现代化研究会
- 页数：12
- 文件大小：390k
- 原文格式：D
- 会议级别：全国
摘要
本研究在现有文献的基础上,对包容型领导、心理安全感、员工创新行为进行了研究分析,构建了包容型领导的四维模型(开放性、有效性、亲和性与支持度)以及心理安全感的二维结构(工作心理安全、关系心理安全),并提出了相应的假设。该研究在国外成熟量表的基础上,综合国内实际情况对问卷进行了检验与修订,最终确定了正式问卷。作者采用了SPSS21.0分析软件,分别对所收集的数据进行了信度与效度检验、独立样本T检验、单因素方差分析、相关分析、回归分析以及中介作用检验等,验证了包容型领导、心理安全感对员工创新行为及其各维度的影响、包容型领导对心理安全感及其各维度的影响以及心理安全感的中介作用。
On the basis of the existing literature,this study analyzed the inclusive leadership,psychological security and employee’s innovation behavior.Then constructed a model of inclusive leadership with four degrees(openness,effectiveness,affinity,and support)and psychological security two-dimensional structure(working psychological security,the relational psychological safety),and then proposed the corresponding assumptions.This study on basis of maturity scale developed by foreign scholars,combine with domestic actual situation questionnaire for the preparation,test and revision,ultimately determine the formal questionnaire of this study.Then,using SPSS21.0 analysis software,conduct the reliability and validity test;independent sample T-test and single factor variance analysis;correlativity analysis and regression analysis.Revealed that the predictive ability of inclusive leadership on employee’s innovation behavior and psychological security and each of their dimension,how psychological security impact on employee’s innovation behavior and its predictive ability on employee’s innovation behavior and its various dimensions,the intermediary role of psychological security.
On the basis of the existing literature,this study analyzed the inclusive leadership,psychological security and employee’s innovation behavior.Then constructed a model of inclusive leadership with four degrees(openness,effectiveness,affinity,and support)and psychological security two-dimensional structure(working psychological security,the relational psychological safety),and then proposed the corresponding assumptions.This study on basis of maturity scale developed by foreign scholars,combine with domestic actual situation questionnaire for the preparation,test and revision,ultimately determine the formal questionnaire of this study.Then,using SPSS21.0 analysis software,conduct the reliability and validity test;independent sample T-test and single factor variance analysis;correlativity analysis and regression analysis.Revealed that the predictive ability of inclusive leadership on employee’s innovation behavior and psychological security and each of their dimension,how psychological security impact on employee’s innovation behavior and its predictive ability on employee’s innovation behavior and its various dimensions,the intermediary role of psychological security.
引文
[1]方阳春,金穗红.包容型领导风格对高校科研团队绩效影响的实证研究[J].技术经济,2014(4):53-57.
[2]方阳春.包容型领导风格对团队绩效的影响--基于员工自我效能感的中介作用[J].科研管理,2004,35(5):152-160.
[3]高建丽,孙明贵.基于心理资本的包容型领导对创新行为的作用路径[J].软科学,2015,4:100-103.
[4]顾远东,彭纪生.组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用[J].南开管理评论,2010,1:30-41.
[5]黄秋风,唐宁玉.团队冲突与员工创新行为的元分析研究[J].现代管理科学,2015,10:19-21.
[6]景保峰.包容型领导对员工创造力的影响:基于内在动机和心理可得性的双重中介效应[J].技术经济,2015,3:27-32.
[7]李珲,丁刚.员工创新行为的心理因素:基于AMO理论的整合研究[J].中国人力资源开发,2015,7:39-45.
[8]李燕萍,杨婷,潘亚娟等.包容性领导的构建与实施--基于新生代员工管理视角[J].中国人力资源开发,2012(3):31-35.
[9]凌斌,段锦云,朱月龙.工作场所中的心理安全:概念构思、影响因素和结果[J].心理科学进展,2010,10:1580-1589.
[10]刘云.自我领导与员工创新行为的关系研究--心理授权的中介效应[J].科学学研究,2011,10:1584-1593.
[11]马跃如,程伟波,周娟美.心理所有权和犬儒主义在包容性领导对员工离职倾向影响中的中介作用[J].中南大学学报:社会科学版,2014(6):6-12.
[12]阮爱君.激励体系对员工创新行为影响的实证研究:基于工作动机理论的分析[J].科技管理研究,2011,2:151-156.
[13]唐宁玉,张凯丽.包容性领导研究述评与展望[J].管理学报,2015(6):932-938.
[14]唐莹莹.包容型领导研究现状分析[J].知识经济,2014,21:20-22.
[15]温忠麟.中介效应分析:方法和模型发展[J].心理科学进展,2014,5:731-745.
[16]吴明隆.问卷统计分析实务SPSS操作与应用[M].重庆:重庆大学出版社,2010.
[17]姚明晖,李元旭.包容性领导对员工创新行为作用机制研究[J].科技进步与对策,2014(10):6-9.
[18]朱其训.“包容性增长”实现路径探析--基于“包容性领导”的视角[J].前沿,2011(23):9-11.
[19]朱瑜,钱姝婷.包容型领导研究前沿探析与未来展望[J],外国经济与管理,2014(2):55-64.
[20]Amabile,T.M.,Barsade,S.G.,Mueller,J.S.,&Staw,B.M.Affect and creativity at work[J].Administrative Science Quarterly,2005,50:367-403.
[21]Bartels,J.,Pruyn,A.,De Jong,M.,&Joustra,I.Multiple organizational identification levels and the impact of perceived external prestige and communication climate[J].Journal of Organizational Behavior,2007,28:173-190.
[22]Bass,B.M.(1985).Leadership and performance beyond expectations.New York,NY:Free Press.
[23]Carmeli,A.,Brueller,D.,&Dutton,J.E.Learning behaviors in the workplace:The role of high-quality interpersonal relationships and psychological safety[J].Systems Research and Behavioral Science,2009,26:81-98.
[24]Carmeli,A.,Reiter-Palmon,Roni;Ziv,Enbal.Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace:The Mediating Role of Psychological Safety[J].Creativity Research Journal,2010,22(3):250-260
[25]Edmondson,A.Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly,1999,44:350-383.
[26]Edmondson,A.C.(2006).Psychological safety,trust,and learning in organizations:A group-level lens.In R.M.Kramer&K.S.Cook(Eds.),Trust and distrust in organizations:Dilemmas and approaches(pp.239-272).New York:Russell Sage Foundation.
[27]George J M,Zhou J.Dual Tuning in a Supportive Context:Joint Contributions of Positive Mood,Negative Mood,and Supervisory Behaviors to Employee Creativity[J].Academy of Management Journal,2007,50(3):605-622.
[28]Hirak,Reuven;Peng,Ann Chunyan;Carmeli,Abraham;Schaubroeck,John M.Linking leader inclusiveness to work unit performance:The importance of psychological safety and learning from failures[J].Leadership Quarterly 2011,23(1):107-117.
[29]Hollander E.Inclusive leadership:The essential leader-follower relationship[M].Boca Raton,FL:CRC Press,2009.
[30]Howard J,Shaw E K,Felsen C B,et al.Physicians as inclusive leaders:Insights from a participatory quality improvement intervention[J].Quality Management in Healthcare,2012,21(3):135-145.
[31]Hunter S T,Bedell K E,Mumford M D.Climate for Creativity:A Quantitative Review[J].Creativity Research Journal,2007,19(1):69-90.
[32]Komives S R,Lucas N,Mcmahon T R.Exploring leadership:for college students who want to make a difference[M].San Francisco:John Wiley&Sons,2013.
[33]Scott,S.G.,&Bruce,R.A.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37:580-607.
[34]Temple J B and Ylitalo J.Promoting inclusive(and dialogic)leadership in higher education institutions[J].Tertiary Education and Management,2009,15(3):277-289.
[35]Tierney,P.,Farmer,S.M.,&Graen,G.B.An examination of leadership and employee creativity:The relevance of traits and relations[J].Personnel Psychology,1999,52:591-620.
[36]Uhl-Bien,M.Relational Leadership Theory:Exploring the social processes of leadership and organizing[J].Leadership Quarterly,2006,17:654-676.
[2]方阳春.包容型领导风格对团队绩效的影响--基于员工自我效能感的中介作用[J].科研管理,2004,35(5):152-160.
[3]高建丽,孙明贵.基于心理资本的包容型领导对创新行为的作用路径[J].软科学,2015,4:100-103.
[4]顾远东,彭纪生.组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用[J].南开管理评论,2010,1:30-41.
[5]黄秋风,唐宁玉.团队冲突与员工创新行为的元分析研究[J].现代管理科学,2015,10:19-21.
[6]景保峰.包容型领导对员工创造力的影响:基于内在动机和心理可得性的双重中介效应[J].技术经济,2015,3:27-32.
[7]李珲,丁刚.员工创新行为的心理因素:基于AMO理论的整合研究[J].中国人力资源开发,2015,7:39-45.
[8]李燕萍,杨婷,潘亚娟等.包容性领导的构建与实施--基于新生代员工管理视角[J].中国人力资源开发,2012(3):31-35.
[9]凌斌,段锦云,朱月龙.工作场所中的心理安全:概念构思、影响因素和结果[J].心理科学进展,2010,10:1580-1589.
[10]刘云.自我领导与员工创新行为的关系研究--心理授权的中介效应[J].科学学研究,2011,10:1584-1593.
[11]马跃如,程伟波,周娟美.心理所有权和犬儒主义在包容性领导对员工离职倾向影响中的中介作用[J].中南大学学报:社会科学版,2014(6):6-12.
[12]阮爱君.激励体系对员工创新行为影响的实证研究:基于工作动机理论的分析[J].科技管理研究,2011,2:151-156.
[13]唐宁玉,张凯丽.包容性领导研究述评与展望[J].管理学报,2015(6):932-938.
[14]唐莹莹.包容型领导研究现状分析[J].知识经济,2014,21:20-22.
[15]温忠麟.中介效应分析:方法和模型发展[J].心理科学进展,2014,5:731-745.
[16]吴明隆.问卷统计分析实务SPSS操作与应用[M].重庆:重庆大学出版社,2010.
[17]姚明晖,李元旭.包容性领导对员工创新行为作用机制研究[J].科技进步与对策,2014(10):6-9.
[18]朱其训.“包容性增长”实现路径探析--基于“包容性领导”的视角[J].前沿,2011(23):9-11.
[19]朱瑜,钱姝婷.包容型领导研究前沿探析与未来展望[J],外国经济与管理,2014(2):55-64.
[20]Amabile,T.M.,Barsade,S.G.,Mueller,J.S.,&Staw,B.M.Affect and creativity at work[J].Administrative Science Quarterly,2005,50:367-403.
[21]Bartels,J.,Pruyn,A.,De Jong,M.,&Joustra,I.Multiple organizational identification levels and the impact of perceived external prestige and communication climate[J].Journal of Organizational Behavior,2007,28:173-190.
[22]Bass,B.M.(1985).Leadership and performance beyond expectations.New York,NY:Free Press.
[23]Carmeli,A.,Brueller,D.,&Dutton,J.E.Learning behaviors in the workplace:The role of high-quality interpersonal relationships and psychological safety[J].Systems Research and Behavioral Science,2009,26:81-98.
[24]Carmeli,A.,Reiter-Palmon,Roni;Ziv,Enbal.Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace:The Mediating Role of Psychological Safety[J].Creativity Research Journal,2010,22(3):250-260
[25]Edmondson,A.Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly,1999,44:350-383.
[26]Edmondson,A.C.(2006).Psychological safety,trust,and learning in organizations:A group-level lens.In R.M.Kramer&K.S.Cook(Eds.),Trust and distrust in organizations:Dilemmas and approaches(pp.239-272).New York:Russell Sage Foundation.
[27]George J M,Zhou J.Dual Tuning in a Supportive Context:Joint Contributions of Positive Mood,Negative Mood,and Supervisory Behaviors to Employee Creativity[J].Academy of Management Journal,2007,50(3):605-622.
[28]Hirak,Reuven;Peng,Ann Chunyan;Carmeli,Abraham;Schaubroeck,John M.Linking leader inclusiveness to work unit performance:The importance of psychological safety and learning from failures[J].Leadership Quarterly 2011,23(1):107-117.
[29]Hollander E.Inclusive leadership:The essential leader-follower relationship[M].Boca Raton,FL:CRC Press,2009.
[30]Howard J,Shaw E K,Felsen C B,et al.Physicians as inclusive leaders:Insights from a participatory quality improvement intervention[J].Quality Management in Healthcare,2012,21(3):135-145.
[31]Hunter S T,Bedell K E,Mumford M D.Climate for Creativity:A Quantitative Review[J].Creativity Research Journal,2007,19(1):69-90.
[32]Komives S R,Lucas N,Mcmahon T R.Exploring leadership:for college students who want to make a difference[M].San Francisco:John Wiley&Sons,2013.
[33]Scott,S.G.,&Bruce,R.A.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37:580-607.
[34]Temple J B and Ylitalo J.Promoting inclusive(and dialogic)leadership in higher education institutions[J].Tertiary Education and Management,2009,15(3):277-289.
[35]Tierney,P.,Farmer,S.M.,&Graen,G.B.An examination of leadership and employee creativity:The relevance of traits and relations[J].Personnel Psychology,1999,52:591-620.
[36]Uhl-Bien,M.Relational Leadership Theory:Exploring the social processes of leadership and organizing[J].Leadership Quarterly,2006,17:654-676.