引领绿色浪潮:绿色转型领导如何以及何时培养员工绿色创造力
Safinaz Abourokbah1, Saleh Bajaba2, Muhammad Zafar Yaqub1
1Department of Business Administration, King Abdulaziz University, P.O. 80201, Jeddah 21589, Saudi Arabia.
Acta psychologica
|October 2, 2024
概括
绿色转型领导力促进员工的绿色激情和气候,促进绿色创造力. 感知到的组织支持进一步增强了这些效应,推动了制造业的可持续创新.
科学领域:
- 环境心理学 环境心理学
- 组织行为 组织行为
- 创造力研究 创造力研究
背景情况:
- 创造力和社会交流理论为了解员工的环保行为提供了一个框架.
- 关于制造业内员工绿色创造力的具体驱动因素的研究有限.
研究的目的:
- 调查绿色转型领导力,员工绿色激情和绿色气候对员工绿色创造力的影响.
- 检查员工绿色激情和绿色气候的调解作用.
- 探索绿色感知组织支持的温和效应.
主要方法:
- 使用基于PLS的结构方程建模.
- 分析了美国制造业464名员工的数据.
- 测试了基于成分和社会交换理论的理论关系.
主要成果:
- 绿色转型领导力积极影响员工的绿色热情和绿色气候.
- 员工的绿色热情和绿色气候显著调解了绿色转型领导力和绿色创造力之间的关系.
- 绿色感知到的组织支持可以缓和和加强积极的影响.
结论:
- 绿色转型领导力和支持性的绿色气候对于培养员工绿色创造力至关重要.
- 组织可以利用这些因素来促进创新并获得竞争优势.
- 干预措施应侧重于领导风格和组织支持系统,以增强环境创造力.
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