“宽猛相济”促创新——基于阴阳观的视角  

“Being Lenient and Being Strict Helping Each Other”Promotes Subordinates' Innovation: Based on the View of Yin-Yang

作　　者：朱金强[1] 徐世勇[2] 张丽华[2] Zhu Jinqiang;Xu Shiyong;Zhang Lihua(School of Management,Minzu University of China;School of Labor and Human Resource,Renmin University of China)

机构地区：[1]中央民族大学管理学院 [2]中国人民大学劳动人事学院

出　　处：《南开管理评论》2018年第5期200-212,共13页Nankai Business Review

摘　　要：包容型领导和辱虐管理对创新影响的线性效应已经得到国内外大量学者的验证,但鲜有研究探讨这两种领导风格对创新影响的非线性效应。本研究基于"过犹不及"效应和阴阳观的理论视角,对227名员工进行跨时间点两阶段调研,并采用多项式回归和响应面相结合的方法对数据进行统计分析研究结果表明,包容型领导对创新具有倒U型的影响,事业型辱虐管理对创新具有显著的正向影响,两者的交互对创新具有倒U型影响,独立型自我意识调节了事业型辱虐管理与创新之间的关系。本文揭示了包容型领导、辱虐管理和创新之间复杂的非线性关系,为理解三者之间的关系提供了新视角,扩大了阴阳观和"过犹不及"效应的应用范围,并为其提供了实证支持。Employee innovative behavior has been viewed as one of the most critical drivers of business success. Therefore the key role of innovation in the survival of organizations provokes continuing interest among scholars and practitioners alike. Existing studies showed that leaders play a crucial role in facilitating subordinates innovative behavior. Therefore, studies about leadership＇s impact on subordinates＇ innovative behavior have been attracting much attention among scholars. The linear effect of inclusive leadership and abusive supervision on innovation behavior has been tested by many scholars, but the nonlinear effect these leaderships on innovation behavior has not tested. Based on the theory of ＂too much of a good thing effect＂（TMGT） and yin-yang, this paper explored and empirically tested the curvilinear effect of inclusive leadership, abusive supervision, and interaction between them on followers＇ innovation behavior for the first time. In addition, we also tested the moderating effect of independent self-construal.Data was collected from full-time employees at two-time points by questionnaires. Confirmatory factor analyses（CFAs） were conducted to assess the discriminant validity of the key variables and the common method variance and methods of polynomial regression and response surface analysis were used for statistical analysis. The results showed that inclusive leadership had an inverted U-shaped impact on employee innovation behavior. Abusive supervision for improving performance had a significant positive impact on employee innovation behavior. The interaction between inclusive leadership and abusive supervision for improving performance had an inverted-U effect on employee innovation behavior. Independent self-construal moderated the relationship between abusive leadership for improving performance and employee innovation. This paper provides a new perspective for studying the relationship among inclusive leadership, abusive supervision, and innovative behavior. We have empiricall

关 键 词：“过犹不及”效应 包容型领导 辱虐管理 创新 曲线效应 阴阳观 

分 类 号：F272.92[经济管理—企业管理]