發(fā)布時間：2019-02-12 16:11

【摘要】：以內(nèi)在動機理論為基礎(chǔ),探討變革型領(lǐng)導(dǎo)行為對下屬創(chuàng)造力產(chǎn)生影響的作用機理,即變革型領(lǐng)導(dǎo)通過心理授權(quán)和組織對創(chuàng)造力的支持作用于員工創(chuàng)造力,采用結(jié)構(gòu)方程模型分析變革型領(lǐng)導(dǎo)、心理授權(quán)、組織對創(chuàng)造力的支持與員工創(chuàng)造力之間的關(guān)系,采用問卷調(diào)查方法進行研究。結(jié)果發(fā)現(xiàn),心理授權(quán)對變革型領(lǐng)導(dǎo)和組織對創(chuàng)造力的支持產(chǎn)生中介作用,但對員工的創(chuàng)造力并無顯著影響,說明在中國情境下,授權(quán)并不能使員工積極放心地從事創(chuàng)造性工作,因此在實踐中領(lǐng)導(dǎo)對員工授權(quán)需謹慎;變革型領(lǐng)導(dǎo)通過心理授權(quán)和組織對創(chuàng)造力的支持對員工的創(chuàng)造力產(chǎn)生正向作用,驗證了提出的假設(shè),使變革型領(lǐng)導(dǎo)影響員工創(chuàng)造力的過程具體化和清晰化,對實踐具有較強的指導(dǎo)意義。
[Abstract]:Based on motivation theory, this paper explores the mechanism of transformational leadership's influence on subordinates' creativity, that is, transformational leadership acts on employees' creativity through psychological empowerment and organizational support for creativity. The structural equation model was used to analyze the relationship between transformational leadership, psychological empowerment, organizational support for creativity and employees' creativity. The results showed that psychological empowerment had a mediating effect on transformational leadership and organizational support for creativity, but had no significant effect on employees' creativity, which indicated that in Chinese context, empowerment could not make employees actively and confidently engage in creative work. Therefore, in practice, leaders should be careful about employee empowerment; Transformational leadership has positive effects on employees' creativity through psychological empowerment and organizational support for creativity, which verifies the hypothesis and makes the process of transformational leadership influencing employees' creativity more concrete and clear. It has strong guiding significance to practice.
【作者單位】： 西安交通大學(xué)管理學(xué)院;
【基金】：國家自然科學(xué)基金(70571061)
【分類號】：C933

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