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 Study in 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

出　　处：《中大管理研究》2014年第3期111-130,共20页China Management Studies

基　　金：国家自然科学基金项目“西部区域创新环境质量评价、监测与空间差异研究(71273209)”;陕西省教育厅专项项目“企业高管团队行为特征对创新绩效的影响研究(11JK0142)”;陕西科技大学人文社科基金项目“董事会特征、公司治理与绩效(ZX11-45)”的资助

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。实证研究结果表明：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。Exploring the internal mechanism of ＂How can stimulate employee innovative behavior effectively＂ from self-leadership is a new perspective. Based on the theory of self-leadership, with the data from a sample of 369 R＆D employees through questionnaire survey, the paper explores the impacts of self-leadership and organization-based self-esteems（OBSE） on employee＇s innovation behavior, and the mediation effect of OBSE on the relationship between self-leadership and employee＇s innovation behavior. The empirical results show that self-leadership and OBSE have positive effects on employee＇s innovation behaviors, the relationships between self-leadership＇s four dimension： visualizing successful performance, self-talk, self-reward, self-punishment and employee＇s innovation behavior are partially mediated by OBSE, the effect of another dimension ＂self-goal setting＂ on employee＇s innovation behavior is 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：F426.63[经济管理—产业经济] F272.92