学术论文

      谦卑型领导行为对员工创造力的影响研究

      Impacts of Humble Leadership Behavior on Employee Creativity

      摘要:
      谦卑型领导是领导风格领域最近兴起的研究热点,其相关研究正处于起步阶段。基于领导理论和创造力理论,尝试发现谦卑型领导行为与员工创造力之间的关系,并从心理认知和人格特质视角出发,探讨心理安全和自我效能的中介效应以及调节焦点所起到的调节作用。采用问卷法配对调查326对直接领导及其对应员工,运用结构方程模型和层次回归方法对样本数据进行统计分析。研究结果表明,谦卑型领导行为对员工的创造力有显著的正向影响,心理安全和自我效能在两者间起完全中介作用;员工的防御型调节倾向越突出,谦卑型领导行为对员工心理安全的影响越强;员工的促进型调节倾向越突出,谦卑型领导行为对员工自我效能的影响越强。研究结论为领导者打破传统的自上而下的领导方式、转而应用谦卑型领导行为提升员工创造力提供了新的思路。
      Abstract:
      As a new leadership style , humble leadership has attracted increasing attention to researchers .Yet at this initial stage , the relevant studies on humble leadership are far from being sufficiently researched .Though some scholars have discussed some outcomes of humble leadership , almost none of them has ever investigated the relationship between humble leadership and em -ployee creativity directly .To fill the gap, this study aims to address following two research questions:①Can humble leadership behaviors improve the employee creativity?If so, and how?②How dose employee′s personality traits affect the relationship be-tween humble leadership behavior and employee creativity?This study, first of all, explored the mental mechanism between hum-ble leadership behavior and employee creativity in respects to psychological safety and self -efficacy .Then it discussed the effec-tiveness of humble leadership from the perspective of the discrimination of employees ′regulatory focus . In total, 340 employees and their 84 supervisors from a large private manufacturing enterprise located in Hangzhou were sampled . To avoid the common method variance problem , two sources of survey were administrated .Employees were asked to provide rat-ings of humble leadership behavior , self-reported psychological safety , self-efficacy and regulatory focus .The corresponding su-pervisors were asked to provide ratings of employee creativity .The final matched sample was 326, resulting valid response rates 95.882%.Among the major measures, the 9-item humble leadership behavior scale was adopted from Owens et al′(2013) study;Regulatory focus was measured via 7 items that were used by Zhou et al ( 2012 ) while the perception of psychological safety was measured according to the scales developed by Edmondson (1999) and Siemsen et al(2008).The 8-item self-efficacy scale was adapted from Chen et al ( 2001 ) and the 4-item employee creativity scale was adapted from Farmer et al ( 2003 ) . Cronbach′s alpha values for these measures ranged from 0.715 to 0.883, indicating acceptable measurement reliabilities . Structural equation modeling and hierarchical regression modeling were employed to analyze the data .Results show that humble leadership behavior is positively related to employee creativity , which is fully mediated by psychological safety and self-efficacy. Employees′prevention focus positively moderates the positive correlation between humble leadership behavior and psychological safety.Employees-promotion focus positively moderates the positive correlation between humble leadership behavior and self -effi-cacy.Therefore, this study provides a new way of thinking for leaders to use humble leadership behaviors to promote the employ -ee creativity instead of adopting the traditional top-down leadership style .
      Author: Lei Xinghui Shan Zhiwen Su Taoyong Yang Yuanfei
      作者单位: 同济大学 经济与管理学院,上海,200092
      刊 名: 管理科学 ISTICPKUCSSCI
      年,卷(期): 2015, (2)
      分类号: F272.92
      机标分类号: B84 C91
      在线出版日期: 2015年4月27日
      基金项目: 国家自然科学基金(71402121);教育部人文社会科学研究项目