变革型领导对员工创造力的作用机理研究  

The Mechanism of Transformational Leadership′s Effect on Employee Creativity

作　　者：丁琳[1] 席酉民[1] 

机构地区：[1]西安交通大学管理学院,西安710049

出　　处：《管理科学》2008年第6期40-46,共7页Journal of Management Science

基　　金：国家自然科学基金(70571061)

摘　　要：以内在动机理论为基础,探讨变革型领导行为对下属创造力产生影响的作用机理,即变革型领导通过心理授权和组织对创造力的支持作用于员工创造力,采用结构方程模型分析变革型领导、心理授权、组织对创造力的支持与员工创造力之间的关系,采用问卷调查方法进行研究。结果发现,心理授权对变革型领导和组织对创造力的支持产生中介作用,但对员工的创造力并无显著影响,说明在中国情境下,授权并不能使员工积极放心地从事创造性工作,因此在实践中领导对员工授权需谨慎;变革型领导通过心理授权和组织对创造力的支持对员工的创造力产生正向作用,验证了提出的假设,使变革型领导影响员工创造力的过程具体化和清晰化,对实践具有较强的指导意义。On the basis of intrinsic motivation theory, this study discussed the mechanism of transformational leadership＇s effect on employee creativity, and the mediating role of psychological empowerment and perceived organizational support for creativity. Structural Equation Modeling was used to examine the relations among transformational leadership, psychological empowerment, perceived organizational support for creativity and employee creativity. This study was conducted by questionnaire investigation. The results showed： psychological empowerment mediated the relationship between transformational leadership and perceived organizational support for creativity, while was not significantly related to employee creativity. This proved that psychological empowerment did not encourage employees to do creative work at ease in Chinese context, so in practice leaders should consider psychological empowerment seriously; transformational leadership positively affected employee creativity by psychological empowerment and perceived organizational support for creativity, which supported the hypotheses of this study. It specified and clarified the mechanism of transformational leadership＇s effect on employee creativity, providing directive meaning for the practice.

关 键 词：变革型领导 内在动机 心理授权 组织对饥造力的支持 创造力 

分 类 号：C93[经济管理—管理学]