变革型领导对员工创新行为影响的研究——基于自我决定理论和社会认知理论的元分析检验  

Effect of Transformational Leadership on Employee Creativity——A Meta-analytic Test of Self-determination Theory and Social Cognitive Theory

作　　者：黄秋风[1] 唐宁玉[1] 陈致津[2] 葛明磊[3] 

机构地区：[1]上海交通大学安泰经济与管理学院,上海200030 [2]闽南师范大学商学院,漳州363000 [3]中国人民大学劳动人事学院,北京100872

出　　处：《研究与发展管理》2017年第4期73-80,126,共9页R&D Management

基　　金：国家自然科学基金重点项目"新生代员工和人力资源多样化管理:基于包容性的多层次研究"(71132003);"中国文化背景下的包容性领导:构思;影响因素和双重作用机制研究"(71672114)

摘　　要：变革型领导如何提高员工的创新行为是领导力及创新管理研究和实践的重点话题.本文收集192篇中英文献,采用元分析技术探讨变革型领导对员工创新行为作用的两种心理过程机制——内在动机和创新自我效能感过程机制,并探讨了外在奖赏对变革型领导与员工创新行为关系的调节作用.结果显示:变革型领导对员工创新行为的作用同时存在两种心理过程机制,即变革型领导同时通过内在动机和创新自我效能感对员工创新行为起作用;外在奖赏对变革型领导与员工创新行为的关系存在挤出效应,即外在奖赏负向调节变革型领导对创新行为的正向作用.Based on meta-analysis approach,it integrated 192 literatures from Chinese and English to investigate the two different psychological underlie mechanisms as the mediators of the influence of transformational leadership on employee creativity,i. e.,intrinsic motivation and creativity self-efficacy. Furthermore,it also investigated the moderating effect of extrinsic reward. Results show that transformative leadership affects employee creativity via two psychological mechanisms from two perspectives,which is intrinsic motivation and creative self-efficacy; extrinsic reward has crowing out effect on the relation between transformative leadership and employee creativity,in other words,extrinsic reward negatively moderates the positive relation between transformative leadership and employee creativity.

关 键 词：变革型领导 员工创新行为 内在动机 创新自我效能感 外在奖赏 

分 类 号：C936[经济管理—管理学]