本文關(guān)鍵詞： 謙卑型領(lǐng)導 心理授權(quán) 領(lǐng)導-成員交換 創(chuàng)新能力　出處：《沈陽航空航天大學》2017年碩士論文　論文類型：學位論文

【摘要】：隨著“大眾創(chuàng)業(yè)、萬眾創(chuàng)新”的浪潮的興起,全國上下從政府、到企業(yè)、再到學校都在提出創(chuàng)新理念、呼喚創(chuàng)新精神、培養(yǎng)創(chuàng)新能力。驅(qū)動創(chuàng)新的因素眾多,其中建設(shè)性領(lǐng)導行為是不可回避的一個重要因素。越來越多的學者也開始把關(guān)注重點轉(zhuǎn)移到具有中國本土特色的領(lǐng)導行為上。筆者在梳理國內(nèi)外近幾年的建設(shè)性領(lǐng)導理論文獻時發(fā)現(xiàn),代表我國廣泛存在的儒家文化習俗及謙遜的領(lǐng)導行為被西方學者關(guān)注,如謙卑領(lǐng)導行為。從2012年提出謙卑型領(lǐng)導行為以來,研究的學者不斷增多。在我國,受傳統(tǒng)文化中“謙謙君子”、“滿招損,謙受益”等謙卑思維的影響,謙卑行為在中國企業(yè)中是司空見慣的。而國內(nèi)研究謙卑領(lǐng)導的文獻才剛剛起步,不到20篇。這就提出一個問題:為什么西方學者更關(guān)注謙卑領(lǐng)導行為?西方已有研究表明謙卑型領(lǐng)導會對員工創(chuàng)造力、工作績效產(chǎn)生正向的作用。員工創(chuàng)造力在一定條件下可以轉(zhuǎn)化為實際的創(chuàng)新能力。而目前國內(nèi)部分學者已經(jīng)證明一些中介變量和調(diào)節(jié)變量在謙卑型領(lǐng)導的作用機制中發(fā)揮作用,但還缺乏對本土情境下謙卑型領(lǐng)導行為對員工創(chuàng)新能力的影響機制研究。中國是關(guān)系網(wǎng)絡(luò)密布的人情社會,領(lǐng)導成員交換、心理授權(quán)一直是員工工作是否發(fā)揮能動性的重要因素,那么,領(lǐng)導成員交換、心理授權(quán)這兩個因素在謙卑型領(lǐng)導和員工創(chuàng)新能力之間是否存在一些相關(guān)性?對這個問題進一步進行研究,揭開謙卑領(lǐng)導的作用機制發(fā)生作用的黑箱,對促進我國企業(yè)提升創(chuàng)新能力、增強國際競爭力無疑具有重要的現(xiàn)實意義。本文歸納了謙卑型領(lǐng)導行為、員工創(chuàng)新能力、心理授權(quán)、領(lǐng)導-成員交換(Leader-Member Exchange,LMX)的相關(guān)文獻,提出謙卑型領(lǐng)導對員工創(chuàng)新能力的假設(shè),以及心理授權(quán)在影響機制中的中介作用模型和LMX在其中的調(diào)節(jié)作用的假設(shè)。
[Abstract]:With the rise of the wave of "mass entrepreneurship, mass innovation", all over the country from the government, to enterprises, and then to schools are putting forward innovative ideas, calling for innovation spirit, cultivating innovative ability. There are many factors driving innovation. Constructive leadership behavior is an unavoidable important factor. More and more scholars begin to focus on the leadership behavior with Chinese characteristics. The author is combing the constructive behavior at home and abroad in recent years. In the literature on leadership theory, The Confucian cultural custom and the humble leadership behavior, which represent the widespread existence of our country, have attracted the attention of the western scholars, such as the humble leadership behavior. Since 2012, the number of scholars studying the humble leadership behavior has been increasing. Influenced by the humble thinking in traditional culture, such as "modest gentleman", "profiteering, humble benefit" and so on, humility is common in Chinese enterprises. However, the domestic literature on humble leadership has only just begun. Less than 20. This raises the question: why do Western scholars pay more attention to the behavior of humble leadership? There have been studies in the West that show that humble leadership can contribute to the creativity of employees. Under certain conditions, employee creativity can be transformed into actual innovation ability. At present, some domestic scholars have proved that some mediating variables and regulating variables play a role in the mechanism of humble leadership. However, there is still a lack of research on the influence mechanism of humble leadership behavior on employees' innovation ability in the local context. Psychological empowerment has always been an important factor for employees to play a dynamic role in their work. So, are there some correlations between the two factors: leadership exchange and psychological empowerment, between humble leadership and employees' innovation ability? Further research on this issue will uncover the black box of the role mechanism of humble leadership, which will promote the innovation ability of Chinese enterprises. There is no doubt that enhancing international competitiveness has important practical significance. This paper summarizes the relevant literature on humble leadership behavior, employee innovation ability, psychological empowerment, leader-member exchange exchange (LMX), and puts forward the hypothesis of humble leadership to employee innovation ability. And the mediation model of psychological empowerment in the influence mechanism and the hypothesis of the regulatory role of LMX in it.
【學位授予單位】：沈陽航空航天大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F272.91

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