自我领导与组织自尊对员工创新行为影响的实证研究——基于电子通讯、制造企业的数据  

Self-leadership,Organization-based Self-esteem and Employee's Innovation Behavior——Based on the Data from Electronic Communications,Manufacturing Companies

作　　者：陶建宏[1] 师萍[1] 段伟宇[1] 

机构地区：[1]西北大学经济管理学院,西安710069

出　　处：《研究与发展管理》2014年第3期52-61,共10页R&D Management

基　　金：国家自然科学基金资助项目"西部区域创新环境质量评价;监测与空间差异研究"(71273209);陕西省教育厅专项资助项目"企业高管团队行为特征对创新绩效的影响研究"(11JK0142)

摘　　要：基于自我领导相关理论,本文以369名电子通讯制造企业的研发人员为对象,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具有显著正向影响,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个维度对员工创新行为的影响中具有部分中介效应,在自我领导的"自我目标设置"维度对员工创新行为的影响中则具有完全中介作用.Based on the theory of self-leadership,with the data from the sample of 369 R＆D employees through questionnaire survey, it studied the impact of self-leadership and organization-based self-esteems（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 resuits also show that the relationship of self-leadership＇s four dimension： Visualizing successful performance, self-talk, self-reward, self-punishment and employee＇s innovation behavior was partially mediated by OBSE, and 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[经济管理—企业管理]