分布式领导、组织支持感与新生代员工主动性-被动性创新行为:基于上下级关系和价值观匹配的交互调节效应

新生代员工正逐渐成为企业的主力军,其创新意识和行为直接影响着企业发展的前景与未来。本文基于中国文化和组织情境,从员工个体创新动机视角将新生代员工创新行为归为主动和被动,以306名新生代员工为研究对象,验证了分布式领导对新生代员工不同性质创新行为的作用机制。研究结果表明:分布式领导与新生代员工主动性创新行为呈正相关关系,与其被动性创新行为呈负相关关系;组织支持感在分布式领导与新生代员工主动性-被动性创新行为之间具有中介作用;上下级关系和价值观匹配正向调节分布式领导与新生代员工组织支持感之间的关系,并进一步检验了有调节的中介效应。此外,上下级关系和价值观匹配的交互项调节了分布式领导与新生代员工组织支持感之间的关系。本文研究为企业如何指导新生代员工进行有效的创新实践提供了经验证据。

Distributed leadership,organizational support,and new generation employees’proactive-reactive innovation behavior:Based on the moderate of supervisor-subordinate guanxi and values fit

The new generation employee gradually becomes the main force of the enterprise.Their innovative consciousness and behavior have a great impact on the development prospects of the enterprise.Innovation becomes the critical factor of enterprise survival and development.The key to implementing the innovation-driven strategy is to encourage the employee to innovate.The innovation of the employee becomes a hot topic of theoretical and practical study.However,in the current situation of China,there is a lot of passive innovation in management practice,and innovation becomes a“task.”Therefore,in the special situation of China,there is not only proactive innovation behavior of the employee but also a large number of reactive innovation behavior of the employee.Based on the Chinese culture and organizational context,this paper classifies the innovation behavior of the new generation employee into the proactive and the reactive behaviors according to the innovation motivation of individual employees.This study uses 306 new generation employees as the research objects,verifies the mechanism of distributed leadership on different innovative behavior of the new generation employee,and reveals the role of mediation and moderation of organizational support,supervisor-subordinate guanxi and values fit in the acting path.In this paper,the data are obtained by a questionnaire survey.The research objects are the“80”“90”employees who were directly engaged in innovation activities.The formal investigation is carried out in two rounds.The first round of questionnaires collects the data on proactive and reactive innovation behavior.Two weeks later,the second round of questionnaires is issued to the same research object to collect the data of distributed leadership,organizational support,supervisor-subordinate guanxi,and values fit.Through multiple regression analysis of the survey data,the results show that distributed leadership has a positive influence on the proactive innovation behavior of the new generation employee,and has a negative influence on the reactive innovation behavior of the new generation employee.Organizational support has a mediating effect between distributed leadership and the proactive-reactive innovation behavior of the new generation employee.Supervisor-subordinate guanxi and values fit moderate the relationship between distributed leadership and organizational support.The research verifies the effect of moderated mediation.Also,the interaction between supervisor-subordinate guanxi and values fit moderates the relationship between distributed leadership and organizational support.This study has many theoretical contributions.First,this study uses the new generation employee as the breakthrough point,and explores the trigger mechanism proactive-reactive innovation behavior of the employee,which has effectively widened the related research in the field of innovation management in the current Chinese organizational situation.Second,the paper firstly explores the mechanism of the distributed leadership on the different innovation behavior of the new generation employee,makes up for the shortage of distributed leadership in the field of organizational management,verifies the mediation of organizational support,and reveals the“black box”between the distributed leadership and proactive-reactive innovation behavior of the new generation employee.Third,this study verifies the moderation of supervisor-subordinate guanxi and values fit in the model,and offers a new perspective and ideas on the relationship between the leader and employee in the Chinese context.In contrast,there are also many managerial implications in this study.This study guides the new generation of employees’values to match the organizational values so that they can make positive contributions to enterprise innovation.This study leads the entrepreneur to exert the effect of the distributed leadership,give full play to the initiative characteristics of the new generation employee,and stimulate their more proactive innovation behavior.It urges the enterprise to improve the incentive mechanism for the new generation employee,meet their material,spiritual,cultural,and social needs,and enhance the organizational support of the new generation employee.At the same time,it prompts the enterprise to pay attention to the emotional connection between the leader and employee and to build a close and sincere supervisor-subordinate guanxi.In another word,this paper provides empirical evidence for the enterprise guiding the effective innovation practice of the new generation employee.