精神领导对员工创造性服务表现的影响:一个调节的调解分析
Yu-Wen Chiu1, Muhammad Waqas Amin2, Sheng Tun Li3
1Department of Industrial and Information Management & Institute of Information, Management College of Management, National Cheng Kung University, Tainan City, Taiwan, ROC.
精神领导力 (SPL) 提高了员工的自主性和创造性服务表现. 积极主动的人格进一步增强了这些积极影响,有助于更好的创造力成果.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 创造力研究 创造力研究
背景情况:
- 精神领导力 (SPL) 越来越多地被认为对员工成果的影响.
- 对于组织来说,了解将SPL与创造性表现联系在一起的机制至关重要.
- 认知评估理论为探索内在动机和表现提供了一个框架.
研究的目的:
- 调查员工自主权在SPL-创造性服务绩效关系中的调解作用.
- 检查主动人格对这种关系的温和效应.
- 扩大对SPL如何影响员工创造力的理解.
主要方法:
- 通过对中国351名员工的数据,测试了一种调节调解模型.
- 使用统计分析来评估拟议的关系.
- 该研究利用了精神领导,员工自主,主动人格和创造性服务表现的既定措施.
主要成果:
- 精神领导力 (SPL) 与员工自主性有积极的相关性.
- 员工的自主权调解了SPL和创意服务业绩之间的关系.
- 积极主动的人格调节SPL对自主性的直接影响和对创造性表现的间接影响.
结论:
- 精神领导间接地通过增加员工自主性来提高员工的创造性服务表现.
- 积极主动的员工从精神领导中获益更多,扩大其对创造力的积极影响.
- 组织可以利用精神领导和培养主动的特质来改善员工的创新和服务绩效.
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