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通过问卷调查我国长三角地区3家企业的326名员工,从组织行为学、心理学视角,构建了一个被中介的调节模型,以探讨谦卑领导行为与员工个人创新行为的关系。实证结果表明:谦卑领导行为对员工个人创新行为有显著的正向影响,内部人身份认知在其中起到部分中介作用;传统性对谦卑领导行为与个人创新行为之间的关系具有调节作用,该调节作用通过内部人身份认知的中介得以实现。揭示了谦卑领导行为对员工个人创新行为的影响效应和作用路径,充实了谦卑领导行为对下属影响的相关研究,为实践中从领导层面促进组织创新提供了有益借鉴。
Through questionnaire survey of 326 employees in 3 enterprises in Yangtze River Delta of our country, this paper constructs an intermediary adjustment model from the perspective of organizational behavior and psychology to discuss the relationship between humble leadership and employee innovation. The empirical results show that: humble leadership behavior has a significant positive effect on employee’s personal innovation behavior, insider identity plays a part of the intermediary role in it; the traditional regulation of humble leadership behavior and the relationship between individual innovation behavior, This mediation is achieved through an intermediary of internal human identities. Reveals the influence and role of humble leadership on employees’ individual innovative behaviors, enriches the research on the influence of humble leadership on subordinates, and provides a useful reference for promoting organizational innovation in leadership practice.