[1]李 云,程文倩,姚 青. “想要”创新时绩效更高？——包容型领导对员工创新绩效的影响[J].湖北工业大学学报,2022,(3):45-49.
　LI Yun,CHENG Wenqian,YAO Qing.Will Performance be Better When “Wanting to” Innovate? -The Impact of Inclusive Leadership on Employees’ Innovation Performance[J].,2022,(3):45-49.
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 “想要”创新时绩效更高？
——包容型领导对员工创新绩效的影响()
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《湖北工业大学学报》[ISSN:1003-4684/CN:42-1752/Z]

卷:
期数:
2022年第3期
页码:
45-49
栏目:
湖北工业大学学报
出版日期:
2022-07-06

文章信息/Info

Title:
Will Performance be Better When “Wanting to” Innovate?
 -The Impact of Inclusive Leadership on Employees’ Innovation Performance
文章编号:
1003-4684(2022)03-0045-05
作者:
 李 云;  程文倩;  姚 青
 湖北工业大学经济与管理学院， 湖北 武汉 430068
Author(s):
 LI Yun;  CHENG Wenqian;  YAO Qing
 School of Economics and Management, Hubei Univ. of Tech., Wuhan 430068,China
关键词:
 ; 包容型领导;  创新绩效;  信任领导;  成就动机
Keywords:
 ; inclusive leadership;  innovation performance;  trust in leadership;  achievement motivation
分类号:
F272.92
文献标志码:
A
摘要:
 如何促进员工创新一直以来是学术界关注的热点问题，然而以往的研究往往只从单一视角探究包容型领导对员工创新绩效的影响。基于社会交换理论以及自我决定理论，构建一个双重视角的双中介模型，探讨包容型领导到员工创新绩效的内在传导机制。通过对212份有效样本进行实证分析，发现包容型领导显著正向影响员工的创新绩效，并且通过信任领导（应该创新）以及成就动机（想要创新）的中介作用对员工的创新绩效产生正向影响。此外，成就动机的中介效应显著强于信任领导的中介效应。这一研究结论说明来自员工的内在激励作用（想要）更有利于激发其创新，对企业的管理实践有一定的指导作用。
Abstract:
 How to promote employees’ innovation? It has always been a hot issue in the academic circle. However, previous studies often only explored the impact of inclusive leadership on employees’ innovation performance from a single perspective. Based on social exchange theory and self-determination theory, this study constructed a double intermediary model from a dual perspective to explore the internal transmission mechanism of inclusive leadership to employees’ innovation performance. After empirical analysis of 212 effective samples, it was found that inclusive leadership has a significant positive impact on employees’ innovation performance, and has a positive impact on employees’ innovation performance through the mediating roles of trusting in leadership(should innovate)and achievement motivation(want to innovate). In addition, the mediating effect of achievement motivation is significantly stronger than that of trusting in leadership. The conclusion indicates that the intrinsic motivation from employees (want) is more conducive to stimulate their innovation, and can guide the management practice of enterprises to a certain extent.

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备注/Memo

备注/Memo:
[收稿日期] 2021-10-08
[基金项目] 湖北省教育厅哲学社会科学项目（19Y045）
[第一作者] 李 云（1978-），女，湖南长沙人，管理学博士，湖北工业大学副教授，研究方向为人力资源管理，组织行为学
[通信作者] 程文倩（1994-），女，河南周口人，湖北工业大学硕士研究生，研究方向为人力资源管理
更新日期/Last Update: 2022-06-20