包容型领导与员工创新行为的关系研究  

A research on the relationship between inclusive leadership and employee's innovative behavior

作　　者：周飞[1,2] 陈钦兰 何美贤[3] Zhou Fei;Chen Qinlan;He Meixian(School of Business Administration, Huaqiao University, Quanzhou 362021, Fujian, China;Research Center of Orient Enterprise Management, Huaqiao University, Quanzhou 362021, Fujian, China;Guangdong Polytechnic of Industry and Commerce, Guangzhou 510896, Guangdong, China)

机构地区：[1]华侨大学工商管理学院,福建泉州362021 [2]华侨大学东方企业管理研究中心,福建泉州362021 [3]广东工贸职业技术学院,广东广州510896

出　　处：《科研管理》2018年第6期22-29,共8页Science Research Management

基　　金：中央高校基本科研业务费.华侨大学哲学社会科学青年成长项目(16SKGC-QT07);起止时间:2016.11-2018.12

摘　　要：基于最优差异化理论,本研究旨在研究员工情绪劳动在包容型领导与员工创新行为之间的作用,并考察员工主动性人格特质可能存在的调节作用。通过实证研究,本文发现:(1)包容型领导对员工创新行为有显著的直接正向影响;(2)员工情绪劳动策略中深层动作和表达自然情绪在包容型领导与员工创新行为之间具有不同效应。具体来说,深层动作在包容型领导与员工创新行为之间存在完全中介效应,而包容型领导对表达自然情绪的直接影响未通过检验。(3)主动性人格在包容型领导与员工创新行为之间起到了调节作用。Base on the optimal differentiation theory,this study was designed to investigate the role of employee＇s emotional labor between inclusive leadership and employee innovative behavior and the moderation effect of employee＇s proactive personality.Through the empirical research,we found that：（ 1） inclusive leadership affects on employee innovation behavior significantly;（ 2） The effect of employee＇s emotional labor＇s deep acting and expressing genuine motions between inclusive leadership and employee innovative behavior is different. Specifically,deep acting has a full mediation between inclusive leadership and employee innovative behavior,but the direct impact of inclusive leadership on express genuine emotions is not significant;（ 3） proactive personality moderates the relationship between inclusive leadership and employee innovative behavior.

关 键 词：包容型领导 情绪劳动 员工创新行为 主动性人格 

分 类 号：F272.3[经济管理—企业管理]