“松—紧”式领导对员工创造性的跨层影响机制  

A Multilevel Model of Loose-tight Leadership and Creativity

作　　者：刘松博[1] 戴玲玲[2] 王亚楠[1] 

机构地区：[1]中国人民大学劳动人事学院,北京100872 [2]北京首都国际机场股份有限公司,北京100621

出　　处：《软科学》2014年第11期72-75,共4页Soft Science

基　　金：国家自然科学基金项目(71102108)

摘　　要：在员工创造性领域中引入"松—紧"式双元领导概念,对现有研究进行梳理并构建了假设模型,结合非同源问卷在两家中小型高科技企业中的80个R&D团队(其中有效数据来自70个团队)中展开实证研究,通过同层和跨层分析得到以下结论:"松—紧"式领导能够对团队学习起到显著的积极作用,并以此为中介正向影响员工创造性;进一步地,在团队学习正向影响员工创造性的过程中,员工权力距离导向起着显著的调节作用。This paper examined the proposed hypothesis using data collected from 80 R＆I） teams （the effective data from sevemty teams） in 2 high-teeh companies. Results indicate that loose-tight leadership, a combination of directiveness and participative decision-making within team, exhibited a significant positive impact on team learning, which accordingly accel- erate creativity. Moreover, taking cultural factors into consideration, when employees＇ orientation of power distance within team is low, relationships between team learning and creativity will become stronger.

关 键 词：“松—紧”式领导 团队学习 员工创造性 权力距离 

分 类 号：C933[经济管理—管理学] F272.92