| 主动性-被动性员工创新行为:基于分布式领导的作用机制研究 |
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| 引用本文： | 杨皖苏,杨善林,杨希. 主动性-被动性员工创新行为:基于分布式领导的作用机制研究[J]. 中国管理科学, 2020, 28(6): 182-192. DOI: 10.16381/j.cnki.issn1003-207x.2020.06.017 |
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| 作者姓名： | 杨皖苏 杨善林 杨希 |
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| 作者单位： | 1. 合肥工业大学管理学院, 安徽 合肥 230009;2. 过程优化与智能决策教育部重点实验室(合肥工业大学), 安徽 合肥 230009 |
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| 基金项目： | 国家自然科学基金资助项目（71690230）；中央高校基本科研业务费专项资金资助项目（JZ2019HGBZ0162） |
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| 摘 要： | 员工创新是企业创新驱动的重要推动力和提升其核心竞争力的关键。当前中国组织情境中,存在着两种不同性质的员工创新行为:主动性员工创新行为和被动性员工创新行为,两者所产生的创新绩效存在巨大差异。然而,现有文献对被动性员工创新行为研究不足,理论研究已经无法适应实践的需要,因此,有必要将两种不同性质的员工创新行为放在一个框架下进行研究,以丰富创新行为的研究内涵。本文以新兴的领导发展取向——分布式领导为切入点,引入组织支持感作为中介变量,上下级关系和价值观匹配作为调节变量,构建了分布式领导对主动性-被动性员工创新行为的作用模型。为了验证该模型,以408名知识型员工为研究对象,通过多元回归分析的方法进行检验,研究结果发现:分布式领导对主动性员工创新行为具有正向影响,对被动性员工创新行为具有负向影响;组织支持感在分布式领导与主动性-被动性员工创新行为之间起中介作用;上下级关系和价值观匹配正向调节分布式领导与组织支持感之间的关系,并进一步验证了有调节的中介作用。同时,上下级关系和价值观匹配交互调节了分布式领导与组织支持感之间的关系。本文研究为解构中国创新管理实践中纷杂多样的创新行为提供了理论诠释,丰富了...
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| 关 键 词： | 主动性-被动性员工创新行为 分布式领导 上下级关系 价值观匹配 组织支持感 |
| 收稿时间： | 2017-09-06 |
| 修稿时间： | 2018-04-09 |
Proactive-reactive Innovation Behavior of the Employee: Based on the Mechanism of Distributed Leadership |
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| YANG Wan-su,YANG Shan-lin,YANG Xi. Proactive-reactive Innovation Behavior of the Employee: Based on the Mechanism of Distributed Leadership[J]. Chinese Journal of Management Science, 2020, 28(6): 182-192. DOI: 10.16381/j.cnki.issn1003-207x.2020.06.017 |
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| Authors: | YANG Wan-su YANG Shan-lin YANG Xi |
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| Affiliation: | 1. The School of Management, Hefei University of Technology, Hefei 230009, China;2. Key Laboratory of Process Optimization and Intelligent Decision-making (Hefei University of Technology), Ministry of Education, Hefei 230009, China |
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| Abstract: | Employees’ innovation is the key driver of enterprise innovation and core competitiveness. In the context of China’s current organizational environment, there are two types of employee innovation behavior, proactive and reactive innovation behavior of the employee; and there is a huge difference of innovation performance between the two types. However, the existing literature has insufficient research on reactive innovation behavior of the employee, and the theoretical research has been unable to meet the needs of practice. Therefore, it is necessary to carry out research on two different types of employee innovation behavior under a framework to enrich the research on innovation behavior category. The emerging leadership development orientation—distributed leadership is taken as the breakthrough point; introduces organizational support as the mediated variable, supervisor-subordinate guanxi and values fit as the moderated variable; and builds the model of distributed leadership on the proactive-reactive innovation behavior of the employee. In order to verify the model, 408 knowledge workers are used as the research object, and multiple regression analysis is used for the test. The results show that: the distributed leadership has positive influence on the proactive innovation behavior of the employee, and has negative influence on the reactive innovation behavior of the employee. The organizational support is a mediating effect between distributed leadership and proactive-reactive innovation behavior of the employee. The supervisor-subordinate guanxi and values fit moderate the relationship between distributed leadership and organizational support. The research verifies the effect of the moderated mediation. In addition, the interaction between supervisor-subordinate guanxi and values fit moderates the relationship between distributed leadership and organizational support. Theoretical annotation is provided for the various innovation behavior in the practice of innovation management of China, and enriches its theory. |
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| Keywords: | proactive-reactive innovation behavior of the employee distributed leadership supervisor-subordinate guanxi values fit organizational support |
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