自我领导、组织自尊与员工创新行为关系研究——基于电子通讯制造企业的数据  

Self-Leadership,Organization-Based Self-Esteem & Employee Innovational Behavior——An Empirical Analysis from Electronic Communication Manufacturing Companies

作　　者：陶建宏[1,2] 师萍[1] 段伟宇[1] 

机构地区：[1]西北大学经济管理学院,陕西西安710069 [2]陕西科技大学管理学院,陕西西安710021

出　　处：《预测》2014年第1期9-14,共6页Forecasting

基　　金：国家自然科学基金资助项目(71273209);陕西省教育厅专项资助项目(11JK0142)

摘　　要：从自我领导角度探究影响员工创新行为是回答"如何有效激发员工创新行为"的新视角。本文以369名电子通讯制造企业的研发人员为对象,基于自我领导相关理论,探究自我领导通过组织自尊的中介作用对员工创新行为的影响机理。实证结果表明:自我领导以及组织自尊对员工创新行为都具有显著的正向影响,组织自尊在自我领导的"设想成功表现、自我对话、自我奖赏、自我惩罚"4个维度上对员工创新行为的影响中具有部分中介效应,在"自我目标设置"维度上则具有完全中介作用。Exploring the internal mechanism of“How can stimulate employee innovative behavior effectively”from the self-leadership is a new perspective. Based on the theory of self-leadership,with the data from a sample of 369 R＆amp;D employees through questionnaire survey, the paper studies the impact of self-leadership and organization-based self-esteem（ OBSE） on employee’ s innovation behavior and the mediating effect of OBSE between self-leadership and employee ’ s innovation behavior. The empirical results show that self-leadership and OBSE have a positive effect on employee ’ s innovation behaviors. The results also show that the relationship of self-leadership’ s four dimension：visualizing successful perform-ance, self-talk, self-reward, self-punishment and employee ’ s innovation behavior was partially mediated by OBSE, another dimension“self-goal setting” was completely mediated by OBSE.

关 键 词：自我领导 组织自尊 员工创新行为 中介效应 

分 类 号：F272.92[经济管理—企业管理]