本文選題：電子商務(wù)企業(yè) + 領(lǐng)導(dǎo)風(fēng)格��； 參考：《廣西師范大學(xué)》2017年碩士論文

【摘要】：創(chuàng)新是知識(shí)創(chuàng)造與技術(shù)擴(kuò)散的主要來源,無論是從世界層面、國家層面,或者企業(yè)的微觀層面上來看,創(chuàng)新對(duì)經(jīng)濟(jì)增長(zhǎng)、企業(yè)發(fā)展都產(chǎn)生了巨大的推動(dòng)作用。企業(yè)為求生存與發(fā)展,越來越依賴技術(shù)創(chuàng)新以提高核心競(jìng)爭(zhēng)能力,獲取新的利潤(rùn)增長(zhǎng)點(diǎn)。創(chuàng)新已經(jīng)取代資源,成為企業(yè)、國家競(jìng)爭(zhēng)能力的決定性因素。企業(yè)創(chuàng)新是個(gè)復(fù)雜的過程,需要組織對(duì)其投入大量時(shí)間和精力,需要整個(gè)組織的動(dòng)員,因此領(lǐng)導(dǎo)的作用異常重要,可以說領(lǐng)導(dǎo)者才是創(chuàng)新背后的根本指導(dǎo)力量,而領(lǐng)導(dǎo)的作用是通過其領(lǐng)導(dǎo)風(fēng)格來展現(xiàn)出來的。在影響企業(yè)未來發(fā)展是否成功的諸多因素中,領(lǐng)導(dǎo)風(fēng)格和創(chuàng)新被視為最具關(guān)鍵性的因素�！叭恕笔墙M織創(chuàng)新團(tuán)隊(duì)的一個(gè)重要因素,組織既然是一個(gè)具有一定規(guī)模的整體,就必然也存在溝通的問題。良好的溝通有助于團(tuán)隊(duì)的文化建設(shè)以及團(tuán)隊(duì)成員士氣的提高;良好的溝通管理不僅反映了組織中管理人員的管理和協(xié)調(diào)能力,更體現(xiàn)了完善的組織制度和健康的組織文化。相反,不良的溝通會(huì)給團(tuán)隊(duì)帶來很多危害,包括人際關(guān)系、團(tuán)隊(duì)的士氣、團(tuán)隊(duì)業(yè)績(jī)。而且,溝通滿意度也是領(lǐng)導(dǎo)風(fēng)格的載體,因此,將溝通滿意度作為中介變量,納入到研究的范疇之中。通過對(duì)過去的相關(guān)文獻(xiàn)進(jìn)行梳理和總結(jié),發(fā)現(xiàn),對(duì)于領(lǐng)導(dǎo)風(fēng)格、溝通滿意度、創(chuàng)新績(jī)效的單獨(dú)研究和兩兩相關(guān)研究都比較多。在以往的研究中,關(guān)于領(lǐng)導(dǎo)風(fēng)格和創(chuàng)新績(jī)效的研究比較多,既有研究認(rèn)為變革型領(lǐng)導(dǎo)風(fēng)格對(duì)組織創(chuàng)新績(jī)效有正向影響,這一結(jié)論基本得到學(xué)者們的認(rèn)可,但關(guān)于新型的電子商務(wù)企業(yè)變革型領(lǐng)導(dǎo)風(fēng)格對(duì)組織創(chuàng)新績(jī)效有什么樣的影響,目前還沒有學(xué)者做過這方面的研究,并且關(guān)于交易型領(lǐng)導(dǎo)風(fēng)格對(duì)組織創(chuàng)新績(jī)效的影響存在很大的爭(zhēng)議和分歧。鑒于關(guān)于領(lǐng)導(dǎo)風(fēng)格和溝通滿意度之間相關(guān)關(guān)系的研究比較少,對(duì)電子商務(wù)企業(yè)領(lǐng)導(dǎo)風(fēng)格、溝通滿意度以及創(chuàng)新績(jī)效三者間的相關(guān)關(guān)系的研究更是匱乏。這三者之間究竟存在什么關(guān)系,以及具體的作用機(jī)制如何,是本文研究和探討的重點(diǎn)。論文的研究對(duì)象是以阿里巴巴、京東為代表的電子商務(wù)企業(yè),電子商務(wù)企業(yè)本身就是信息時(shí)代技術(shù)創(chuàng)新的產(chǎn)物,對(duì)創(chuàng)新的要求較高,如果想保持競(jìng)爭(zhēng)力,持續(xù)性發(fā)展,必須要重視組織的創(chuàng)新。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)袖魅力、感召力、智力激發(fā)和個(gè)性化關(guān)懷四個(gè)維度,交易型領(lǐng)導(dǎo)分為權(quán)變獎(jiǎng)勵(lì)、例外管理和放任自由三個(gè)維度。同時(shí),引入溝通滿意度作為中介變量,探討領(lǐng)導(dǎo)風(fēng)格影響創(chuàng)新績(jī)效的作用機(jī)制。在現(xiàn)有相關(guān)文獻(xiàn)的基礎(chǔ)上,提出了電子商務(wù)企業(yè)領(lǐng)導(dǎo)風(fēng)格、溝通滿意度、組織創(chuàng)新績(jī)效之間關(guān)系的理論假設(shè)。本文通過對(duì)電子商務(wù)企業(yè)員工采用問卷調(diào)查、訪談法、和統(tǒng)計(jì)分析相結(jié)合的方法,對(duì)構(gòu)思假設(shè)進(jìn)行了驗(yàn)證,實(shí)證分析發(fā)現(xiàn):整體而言,本研究整體理論模式配置符合可接受的適合度檢定水準(zhǔn),表示本研究的理論架構(gòu)可獲得支持。就研究結(jié)果來看:1.員工不同的個(gè)人屬性對(duì)于領(lǐng)導(dǎo)風(fēng)格、溝通滿意度、創(chuàng)新績(jī)效存在顯著差異2.變革型領(lǐng)導(dǎo)風(fēng)格與交易型領(lǐng)導(dǎo)風(fēng)格都對(duì)溝通滿意度有正向影響3.變革型領(lǐng)導(dǎo)風(fēng)格與交易型領(lǐng)導(dǎo)風(fēng)格都對(duì)組織創(chuàng)新績(jī)效有顯著的正向作用,變革型領(lǐng)導(dǎo)風(fēng)格的四個(gè)維度(領(lǐng)袖魅力、感召力、智力激發(fā)、個(gè)性化關(guān)懷)都對(duì)組織創(chuàng)新績(jī)效有正向影響,交易型領(lǐng)導(dǎo)的例外管理、條件式獎(jiǎng)勵(lì)對(duì)組織創(chuàng)新績(jī)效有正向影響,但放任自由這一維度對(duì)組織創(chuàng)新績(jī)效是負(fù)向影響。4.溝通滿意度對(duì)組織創(chuàng)新績(jī)效有正向影響,溝通滿意度的組織發(fā)展前景、溝通氛圍、平行及非正式溝通、上行溝通、媒介質(zhì)量都對(duì)創(chuàng)新績(jī)效有正向影響,但個(gè)人反饋對(duì)創(chuàng)新績(jī)效的影響不顯著。5.溝通滿意度在變革型領(lǐng)導(dǎo)風(fēng)格對(duì)組織創(chuàng)新績(jī)效影響中起中介作用,溝通滿意度在交易型領(lǐng)導(dǎo)風(fēng)格對(duì)組織創(chuàng)新績(jī)效影響中起中介作用。因此,假設(shè)基本得到驗(yàn)證,除了假設(shè)H1、H3b-3、H4f未通過驗(yàn)證。就本文的研究結(jié)果與既有的研究相比較,最后,在實(shí)證結(jié)果的基礎(chǔ)上,獲得了啟示,對(duì)企業(yè)有一定的參考價(jià)值。在電子商務(wù)企業(yè)中,企業(yè)領(lǐng)導(dǎo)者通過權(quán)變的使用變革型風(fēng)格和交易型風(fēng)格,來提高組織的創(chuàng)新績(jī)效;同時(shí)重視企業(yè)內(nèi)部的溝通問題,通過改善溝通滿意度,來提高組織的創(chuàng)新績(jī)效。文章的研究也存在了很多局限性,就調(diào)查對(duì)象,年輕化趨勢(shì)嚴(yán)重,大多是基層員工,因?yàn)殡娮由虅?wù)企業(yè)的特殊性,調(diào)查對(duì)象文化背景普遍高,致使本文章研究變量在性別、文化背景、年齡等上的差異性時(shí),分析的結(jié)果可信度不高。
[Abstract]:Innovation is the main source of knowledge creation and technology diffusion. Whether it is from the world level, the national level, or the micro level of the enterprise, innovation has a great impetus to economic growth and enterprise development. In order to seek survival and development, enterprises rely more and more on technological innovation to improve core competitive ability and gain new profits. Innovation has taken the place of resources and becomes the decisive factor in the competitiveness of the state. Enterprise innovation is a complex process. It is necessary to organize a lot of time and energy and mobilize the whole organization. Therefore, the role of leadership is very important. It can be said that the leader is the fundamental guiding force behind innovation, and the leadership is the work of leadership. The leadership style and innovation are regarded as the most important factors in many factors affecting the success of the future development of the enterprise. "Man" is an important factor in the organizational innovation team. Since the organization is a whole of a certain scale, it will inevitably have communication problems. Good communication helps to improve the team's cultural construction and team members' morale. Good communication management not only reflects the management and coordination ability of the managers in the organization, but also embodies a perfect organizational system and a healthy organizational culture. On the contrary, bad communication will bring a lot of harm to the team, including the interpersonal relationship and the team. In addition, communication satisfaction is also the carrier of leadership style. Therefore, communication satisfaction is taken as an intermediary variable into the category of research. By combing and summarizing the relevant literature of the past, it is found that there are more research and 22 related studies on leadership style, communication satisfaction, and innovation performance. In previous studies, there are many studies on leadership style and innovation performance. There is a study that the transformational leadership style has a positive impact on organizational innovation performance. This conclusion has been recognized by scholars, but what is the effect of the transformational leadership style on organizational innovation performance in the new e-business enterprise? No scholars have done this research before, and there is a lot of controversy and disagreement about the impact of the transaction type leadership style on organizational innovation performance. In view of the relatively few studies on the relationship between leadership style and communication satisfaction, there are three aspects of leadership style, communication satisfaction and innovation performance in e-commerce enterprises. The research on the relationship between the three is more scarce. What is the relationship between the two and the specific mechanism of action is the focus of the study and discussion. The object of this paper is the e-commerce enterprise represented by Alibaba and Jingdong. The e-business enterprise itself is the product of technological innovation in the information age and the requirements for innovation. Higher, if we want to keep competitive and sustainable development, we must pay attention to the innovation of the organization. This study divides the leadership style into two categories: transformational leadership and transaction type leadership. The transformational leadership is divided into four dimensions: leader charm, inspiring, intellectual and individualized care, and transaction type leaders are divided into contingency awards, exceptional management and laissez faire. At the same time, with the introduction of communication satisfaction as an intermediary variable, the effect mechanism of leadership style on innovation performance is discussed. On the basis of the existing relevant literature, the theoretical hypothesis of the relationship between leadership style, communication satisfaction and organizational innovation performance is put forward. This article is adopted to the employees of e-business enterprises in this paper. Questionnaire survey, interview method, and statistical analysis are combined to verify the concept hypothesis. The empirical analysis shows that overall, the overall theoretical model configuration is consistent with acceptable fitness level, which indicates that the theoretical framework of this study can be supported. The results of the study show that 1. employees' different personal attributes are in the lead. There are significant differences between guidance style, communication satisfaction and innovation performance. 2. transformational leadership style and transaction type leadership style have positive impact on communication satisfaction. 3. transformational leadership style and transaction type leadership style have significant positive effect on organizational innovation performance, and the four dimensions of transformational leadership style (leader charm, inspiring, intelligence) It has a positive effect on organizational innovation performance, the exception management of transaction type leadership, and the positive impact of conditional incentive on organizational innovation performance, but the dimension of laissez faire has a negative impact on organizational innovation performance, which has a positive effect on the organizational innovation performance of.4. and the organizational development of communication satisfaction. Prospects, communication atmosphere, parallel and informal communication, uplink communication, and media quality have a positive impact on innovation performance, but the impact of personal feedback on innovation performance is not significant.5. communication satisfaction plays an intermediary role in the impact of transformational leadership on organizational innovation performance, and gully satisfaction is in the transaction type leadership style to organizational innovation performance. Therefore, the hypothesis is basically verified, in addition to assuming that H1, H3b-3, and H4f are not verified. The results of this paper are compared with the existing research, and finally, on the basis of the empirical results, it has gained inspiration and has a certain reference value for enterprises. In e-commerce enterprises, enterprise leaders use contingency. Change style and transaction style to improve the organizational innovation performance; at the same time pay attention to the internal communication problems in the enterprise and improve the organizational innovation performance by improving the communication satisfaction. There are many limitations in the research. In particular, the cultural background of the respondents is generally high, resulting in the fact that the results of this study are not reliable when analyzing the differences in gender, cultural background and age.

【學(xué)位授予單位】：廣西師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.91;F724.6

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 楊慧軍;楊建君;;領(lǐng)導(dǎo)風(fēng)格、組織承諾與技術(shù)創(chuàng)新模式的關(guān)系研究[J];科學(xué)學(xué)與科學(xué)技術(shù)管理;2016年01期

2 潘競(jìng)成;;基于員工滿意度的工作績(jī)效與領(lǐng)導(dǎo)者的領(lǐng)導(dǎo)風(fēng)格關(guān)系分析[J];湖北經(jīng)濟(jì)學(xué)院學(xué)報(bào)(人文社會(huì)科學(xué)版);2015年12期

3 馬喜芳;顏世富;;變革型領(lǐng)導(dǎo)一定比交易型領(lǐng)導(dǎo)更有效嗎?CEO領(lǐng)導(dǎo)風(fēng)格、組織激勵(lì)對(duì)組織績(jī)效的協(xié)同性研究[J];中國人力資源開發(fā);2015年19期

4 黃亮;彭璧玉;;工作幸福感對(duì)員工創(chuàng)新績(jī)效的影響機(jī)制——一個(gè)多層次被調(diào)節(jié)的中介模型[J];南開管理評(píng)論;2015年02期

5 王林雪;卓娜;;領(lǐng)導(dǎo)風(fēng)格、組織認(rèn)同對(duì)創(chuàng)新型人才創(chuàng)新能力的影響研究[J];科學(xué)管理研究;2014年05期

6 陳文沛;;領(lǐng)導(dǎo)風(fēng)格對(duì)創(chuàng)新績(jī)效的影響:以創(chuàng)新行為為中介變量[J];經(jīng)濟(jì)經(jīng)緯;2014年05期

7 徐鵬;徐向藝;白貴玉;;母公司持股、子公司管理層權(quán)力與創(chuàng)新行為關(guān)系研究——來自我國高科技上市公司的經(jīng)驗(yàn)數(shù)據(jù)[J];經(jīng)濟(jì)管理;2014年04期

8 劉平青;王雪;劉冉;魏霞;;領(lǐng)導(dǎo)風(fēng)格對(duì)工作滿意度的影響機(jī)理研究——以員工關(guān)系為中介變量[J];中國管理科學(xué);2013年S1期

9 仲理峰;王震;李梅;李超平;;變革型領(lǐng)導(dǎo)、心理資本對(duì)員工工作績(jī)效的影響研究[J];管理學(xué)報(bào);2013年04期

10 劉朝;夏妮;馬超群;王賽君;;變革型領(lǐng)導(dǎo)風(fēng)格對(duì)員工工作滿意度影響的實(shí)證研究——以組織公平為中介變量[J];湖南大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2013年02期

相關(guān)博士學(xué)位論文 前1條

1 白貴玉;知識(shí)型員工激勵(lì)、創(chuàng)新合法性與創(chuàng)新績(jī)效關(guān)系研究[D];山東大學(xué);2016年

相關(guān)碩士學(xué)位論文 前5條

1 林立;以心理授權(quán)為中介的領(lǐng)導(dǎo)風(fēng)格與員工創(chuàng)新行為關(guān)系研究：以Z公司為例[D];浙江大學(xué);2011年

2 王維維;華校校長(zhǎng)領(lǐng)導(dǎo)風(fēng)格、職業(yè)倦怠、文化焦慮現(xiàn)狀以及關(guān)系的研究[D];福建師范大學(xué);2011年

3 張虹;員工溝通滿意度、工作滿意度與工作績(jī)效的關(guān)系研究[D];云南財(cái)經(jīng)大學(xué);2014年

4 吳倩;領(lǐng)導(dǎo)風(fēng)格對(duì)企業(yè)創(chuàng)新績(jī)效的影響[D];浙江大學(xué);2014年

5 劉佳;領(lǐng)導(dǎo)風(fēng)格對(duì)知識(shí)型員工工作滿意度的影響研究[D];湖北大學(xué);2014年

，

本文編號(hào)：1795374