员工领导力和他/她的创新行为:以角色为基础的情感经验作为调解员
Tianwen Liu1,2, Guangsheng Zhang1,3
1Business School, Faculty of Economics, Liaoning University, Shenyang 110036, China.
Behavioral sciences (Basel, Switzerland)
|April 26, 2025
概括
员工领导力的出现通过增强权力的感觉来促进创新. 自我效能增强了这种效应,在当今不稳定的环境中促进员工和企业的相互增长.
科学领域:
- 组织行为 组织行为
- 管理科学 管理科学
- 创新研究 研究 创新研究
背景情况:
- 公司越来越多地寻求员工领导和创新行为,以在一个波动,不确定,复杂和模糊的 (VUCA) 世界中实现可持续增长.
- 员工领导力出现和创新行为之间的关系,对于公司创新至关重要,仍然未被充分探索.
- 了解员工领导如何影响非正式领导者的创新是实现员工和企业共同增长的关键.
研究的目的:
- 调查员工领导力出现和非正式领导者创新行为之间的关系.
- 探索权力感的调解作用和自我效能在这种关系中的调节作用.
- 通过员工领导和创新,为促进可持续增长提供见解.
主要方法:
- 从领导角色激活的角度构建了一个调节调解模型.
- 数据来自中国广州的科技公司的304个配对样本.
- 使用统计分析来测试拟议的模型和假设.
主要成果:
- 员工领导力的出现积极影响非正式领导者通过权力感的创新行为.
- 员工的自我效能调节了这种关系,加强了领导层对创新行为的积极影响.
- 这些发现支持调节调解模型,强调领导力,权力,自我效能和创新之间的相互作用.
结论:
- 员工领导力的出现是非正式领导者创新行为的重要驱动力,由权力感介导.
- 自我有效性在放大员工领导力出现对创新的积极影响方面发挥着至关重要的作用.
- 组织可以利用员工的领导能力和提高自我效能来促进创新和实现可持续增长.
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