【摘要】：信息化時代,各種電子信息技術(shù)在上下級之間的信息分享改變了領(lǐng)導(dǎo)者的領(lǐng)導(dǎo)效力,這就要求領(lǐng)導(dǎo)者不斷培育和提升信息化領(lǐng)導(dǎo)力引導(dǎo)員工為組織做出更多貢獻(xiàn)。已有研究表明,在信息化領(lǐng)導(dǎo)力的協(xié)調(diào)之下,員工的工作形式、工作行為、工作態(tài)度、以及創(chuàng)造價值的方式逐漸被改變,信息化領(lǐng)導(dǎo)力、知識共享及員工創(chuàng)新行為之間存在密切關(guān)系。信息化領(lǐng)導(dǎo)力在企業(yè)適應(yīng)新環(huán)境的挑戰(zhàn)和困難中扮演著重要角色,是引導(dǎo)員工不斷適應(yīng)新環(huán)境、產(chǎn)生新想法、創(chuàng)造新產(chǎn)品的關(guān)鍵因素。而知識作為產(chǎn)生創(chuàng)新的關(guān)鍵因素,在信息技術(shù)的影響下,知識共享方式和途徑產(chǎn)生巨大變化,影響了員工的創(chuàng)新行為。本研究基于領(lǐng)導(dǎo)行為理論和社會交換理論,以企業(yè)員工為研究對象,通過文獻(xiàn)梳理構(gòu)建了信息化領(lǐng)導(dǎo)力、知識共享與員工創(chuàng)新行為之間的關(guān)系模型。共調(diào)查了526位企業(yè)員工,通過實證分析深入探討了以知識共享為中介的情況下,信息化領(lǐng)導(dǎo)力對員工創(chuàng)新行為的作用機(jī)理。主要研究結(jié)論有:(1)信息化領(lǐng)導(dǎo)力在性別、年齡、學(xué)歷、工作年限及工作類型上沒有顯著差異,知識共享在年齡上存在顯著差異,年長者的知識共享均值要顯著高;年齡和學(xué)歷與員工創(chuàng)新行為成正比,性別和工作類型與員工創(chuàng)新行為成反比。(2)信息化領(lǐng)導(dǎo)力對員工創(chuàng)新行為有顯著正向影響。(3)信息化領(lǐng)導(dǎo)力對知識共享有顯著正向影響。(4)知識共享對員工創(chuàng)新行為有顯著正向影響。(5)知識共享在信息化領(lǐng)導(dǎo)力與員工創(chuàng)新行為之間存在中介作用�；谝陨涎芯拷Y(jié)論,本研究根據(jù)研究結(jié)論和研究情景提出有效提高員工創(chuàng)新行為的管理建議:重視信息化領(lǐng)導(dǎo)力培養(yǎng),營造與時俱進(jìn)的創(chuàng)新氛圍;建立完善信息化激勵制度,提高知識共享效率;完善信息化溝通交流方式,穩(wěn)固知識共享傳導(dǎo)機(jī)制。本研究梳理了信息化領(lǐng)導(dǎo)力概念界定和結(jié)構(gòu)維度,擴(kuò)展了信息化領(lǐng)導(dǎo)力在中國情景下的研究,構(gòu)建了以知識共享為中介的信息化領(lǐng)導(dǎo)力與員工創(chuàng)新行為之間的關(guān)系模型,研究結(jié)果及管理啟示為企業(yè)管理者提升信息化領(lǐng)導(dǎo)力及促進(jìn)員工創(chuàng)新提供借鑒和指導(dǎo)意義。
[Abstract]:In the information age, the information sharing of various electronic information technologies between subordinates and subordinates has changed the leadership effectiveness of leaders, which requires leaders to constantly cultivate and enhance information leadership to guide employees to make more contributions to the organization. Some studies have shown that under the coordination of information leadership, the form of work, work behavior, work attitude, and the way of creating value have been gradually changed, and information leadership has been gradually changed. There is a close relationship between knowledge sharing and employee innovation behavior. Information leadership plays an important role in the challenges and difficulties of enterprises to adapt to the new environment, and is the key factor to guide employees to adapt to the new environment, produce new ideas and create new products. As the key factor of innovation, knowledge has undergone great changes in the way and way of knowledge sharing under the influence of information technology, which has affected the innovative behavior of employees. Based on the theory of leadership behavior and social exchange, this study takes enterprise employees as the research object, and constructs the relationship model between information leadership, knowledge sharing and employee innovation behavior through literature combing. A total of 526 employees were investigated, and the mechanism of information leadership on employees' innovative behavior under the condition of knowledge sharing was discussed through empirical analysis. The main conclusions are as follows: (1) there are no significant differences in sex, age, educational background, working years and types of work in information leadership, but there are significant differences in age of knowledge sharing, and the average value of knowledge sharing in the elderly is significantly higher; Age and education are proportional to employees' innovative behavior. Gender and work type are inversely proportional to employee innovation behavior. (2) Informatization leadership has a significant positive impact on employee innovation behavior. (3) Informatization leadership has a significant positive impact on knowledge sharing. (4) Information leadership has a significant positive impact on knowledge sharing. (2) Informatization leadership has a significant positive impact on employee innovation behavior. Enjoyment has a significant positive impact on employee innovation behavior. (5) knowledge sharing plays an intermediary role between information leadership and employee innovation behavior. Based on the above research conclusions, according to the research conclusions and research scenarios, this study puts forward management suggestions to effectively improve employees' innovative behavior: attach importance to the cultivation of information leadership and create an innovative atmosphere that keeps pace with the times; Establish and improve the information incentive system, improve the efficiency of knowledge sharing, improve the way of information communication, and stabilize the transmission mechanism of knowledge sharing. This study combs the concept definition and structure dimension of information leadership, expands the research of information leadership in China, and constructs the relationship model between information leadership and employee innovation behavior, which is mediated by knowledge sharing. The research results and management enlightenment provide reference and guiding significance for enterprise managers to improve information leadership and promote employee innovation.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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