本文選題：變革型領(lǐng)導(dǎo)風(fēng)格　切入點(diǎn)：交易型領(lǐng)導(dǎo)風(fēng)格　出處：《河北大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)今社會(huì),經(jīng)濟(jì)飛速發(fā)展,作為社會(huì)重要組成部分的企業(yè)面臨著越來越復(fù)雜的生存環(huán)境,在這瞬息萬變的市場(chǎng)環(huán)境中,一成不變終究會(huì)被社會(huì)所淘汰,只有不斷創(chuàng)新才能尋求發(fā)展。領(lǐng)導(dǎo)風(fēng)格對(duì)企業(yè)各個(gè)方面都具有重要的引導(dǎo)作用,而企業(yè)的員工則是企業(yè)各項(xiàng)任務(wù)的執(zhí)行者,兩者相結(jié)合,才能完成企業(yè)的創(chuàng)新目標(biāo),提高企業(yè)的創(chuàng)新績(jī)效。那么,領(lǐng)導(dǎo)風(fēng)格是如何影響創(chuàng)新績(jī)效的?變革型領(lǐng)導(dǎo)風(fēng)格與交易型領(lǐng)導(dǎo)風(fēng)格對(duì)創(chuàng)新績(jī)效的影響是否有所不同?本研究將領(lǐng)導(dǎo)風(fēng)格分為變革型領(lǐng)導(dǎo)和交易型領(lǐng)導(dǎo)兩類,其中變革型領(lǐng)導(dǎo)分為領(lǐng)導(dǎo)魅力、愿景激勵(lì)、智力激發(fā)和個(gè)性關(guān)懷四個(gè)維度,交易型領(lǐng)導(dǎo)分為權(quán)變獎(jiǎng)勵(lì)、主動(dòng)的例外管理和被動(dòng)的例外管理三個(gè)維度。同時(shí),引入組織創(chuàng)新氛圍作為中介變量,探討領(lǐng)導(dǎo)風(fēng)格影響創(chuàng)新績(jī)效的作用機(jī)制。本研究首先回顧了領(lǐng)導(dǎo)風(fēng)格理論的發(fā)展歷程,然后對(duì)組織創(chuàng)新氛圍和創(chuàng)新績(jī)效的定義和結(jié)構(gòu)進(jìn)行了梳理和總結(jié),在文獻(xiàn)綜述的基礎(chǔ)上構(gòu)建了相應(yīng)的理論模型進(jìn)而提出相關(guān)假設(shè)。此后,本研究運(yùn)用定量和定性相結(jié)合的研究方法,通過大規(guī)模的問卷調(diào)查進(jìn)行實(shí)證分析,深入探討領(lǐng)導(dǎo)風(fēng)格對(duì)創(chuàng)新績(jī)效的影響,以及組織創(chuàng)新氛圍在這兩者之間的中介作用。實(shí)證結(jié)果表明,變革型領(lǐng)導(dǎo)的四個(gè)維度與創(chuàng)新績(jī)效都有著顯著的正相關(guān)關(guān)系;交易型領(lǐng)導(dǎo)風(fēng)格中,權(quán)變獎(jiǎng)勵(lì)與創(chuàng)新績(jī)效是正相關(guān)關(guān)系,主動(dòng)的例外管理與創(chuàng)新績(jī)效是正相關(guān)關(guān)系,但是被動(dòng)的例外管理與創(chuàng)新績(jī)效沒有顯著相關(guān)關(guān)系。同時(shí),組織創(chuàng)新氛圍在領(lǐng)導(dǎo)風(fēng)格和創(chuàng)新績(jī)效之間起到了部分中介作用。
[Abstract]:In today's society, with the rapid development of the economy, the enterprises as an important part of the society are facing a more and more complex living environment. In this rapidly changing market environment, the invariance will eventually be eliminated by the society. The leadership style plays an important role in guiding every aspect of the enterprise, and the employees of the enterprise are the executors of the various tasks of the enterprise, and the combination of the two can accomplish the innovation goal of the enterprise. How does leadership style affect innovation performance? Is the impact of transformational leadership style and transactional leadership style on innovation performance different? In this study, leadership style is divided into transformational leadership and transactional leadership, among which transformational leadership is divided into four dimensions: leadership charisma, vision motivation, intellectual stimulation and personality care, and transactional leadership is divided into contingency rewards. Active exception management and passive exception management are three dimensions. At the same time, the organizational innovation atmosphere is introduced as an intermediary variable to explore the mechanism of leadership style influencing innovation performance. Firstly, this study reviews the development of leadership style theory. Then, the definition and structure of organizational innovation atmosphere and innovation performance are summarized, and the corresponding theoretical model is constructed on the basis of literature review. This study uses quantitative and qualitative research methods, through a large-scale questionnaire for empirical analysis, in-depth study of leadership style on the impact of innovative performance. The empirical results show that the four dimensions of transformational leadership have significant positive correlation with innovation performance. Contingency reward is positively correlated with innovation performance, active exception management is positive correlation with innovation performance, but passive exception management has no significant correlation with innovation performance. Organizational innovation atmosphere plays an intermediary role between leadership style and innovation performance.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 陳文晶;時(shí)勘;;中國(guó)管理者交易型領(lǐng)導(dǎo)的結(jié)構(gòu)與測(cè)量[J];管理學(xué)報(bào);2014年10期

2 孫銳;;戰(zhàn)略人力資源管理、組織創(chuàng)新氛圍與研發(fā)人員創(chuàng)新[J];科研管理;2014年08期

3 方陽春;;包容型領(lǐng)導(dǎo)風(fēng)格對(duì)團(tuán)隊(duì)績(jī)效的影響——基于員工自我效能感的中介作用[J];科研管理;2014年05期

4 曲如杰;康海琴;;領(lǐng)導(dǎo)行為對(duì)員工創(chuàng)新的權(quán)變影響研究[J];管理評(píng)論;2014年01期

5 時(shí)勘;高麗;曲如杰;陸佳芳;;變革型領(lǐng)導(dǎo)對(duì)科研人員創(chuàng)新績(jī)效的影響[J];人類工效學(xué);2013年02期

6 陳訓(xùn);樂云;;文獻(xiàn)綜述:領(lǐng)導(dǎo)風(fēng)格對(duì)項(xiàng)目成員工作績(jī)效的影響[J];項(xiàng)目管理技術(shù);2013年05期

7 劉景江;鄒慧敏;;變革型領(lǐng)導(dǎo)和心理授權(quán)對(duì)員工創(chuàng)造力的影響[J];科研管理;2013年03期

8 王飛絨;陳文兵;;領(lǐng)導(dǎo)風(fēng)格與企業(yè)創(chuàng)新績(jī)效關(guān)系的實(shí)證研究——基于組織學(xué)習(xí)的中介作用[J];科學(xué)學(xué)研究;2012年06期

9 李磊;尚玉釩;席酉民;王亞剛;;變革型領(lǐng)導(dǎo)與下屬工作績(jī)效及組織承諾:心理資本的中介作用[J];管理學(xué)報(bào);2012年05期

10 隋楊;陳云云;王輝;;創(chuàng)新氛圍、創(chuàng)新效能感與團(tuán)隊(duì)創(chuàng)新:團(tuán)隊(duì)領(lǐng)導(dǎo)的調(diào)節(jié)作用[J];心理學(xué)報(bào);2012年02期

相關(guān)博士學(xué)位論文 前2條

1 毛_撳，

本文編號(hào)：1591564