领导者心理资本、领导—成员交换与员工创新行为:理论模型与实证研究
外国经济与管理 2015 年 第 37 卷第 05 期, 页码:
摘要
参考文献
摘要
本研究从领导—成员交换关系的视角,以中国珠江三角洲地区企业员工为调查对象,探讨了领导者心理资本对员工创新行为的影响效应以及领导—成员交换在其中所起的作用。文献研究和数据分析表明,领导者心理资本中的“乐观”直接影响员工的创新行为;“自信”和“希望”对员工创新行为不仅具有直接影响,而且可以通过领导—成员交换间接产生影响;“韧性”对员工创新行为的影响是间接的,领导—成员交换在其中起着完全中介作用。最后,本研究立足于中国企业的现实,概括了研究结果对心理资本研究的理论贡献和对中国企业的实践意义,并指出了本研究存在的不足与未来进一步探讨的方向。
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[7]Byrne B M. Structural equation modeling with Amos:Basic concepts,applications and programming[M]. New Jersey:Lawrence Erlbaum Associates,2001.
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[9]Carmeli A and Spreitzer G M.Trust,connectivity,and thriving:Implications for innovative behaviors at work[J]. Journal of Creative Behavior,2000,43(3):169-191.
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[12]Cheung G W and Rensvold R B. Evaluation goodnessoffit indexes for testing measurement invariance[J]. Structural Equation Modeling,2002,9(2):233-255.
[13]Diane R. Relationships among leadermember exchange quality,satisfaction with organizational communication and creativity in entertainment organizations[D]. Alliant International University,2004.
[14]Dienesch R M and Liden R C. Leadermember exchange model of leadership:A critique and further development[J]. Academy of Management Review,1986,11(3):618-634.
[15]Dorenbosch L,et al. Onthejob innovation:The impact of job design and human resource management through production ownership[J]. Creativity and Innovation Management,2005,14(2):129-141.
[16]Eby L T and Dobbins G H. Collectivistic orientation in teams:An individual and grouplevel analysis[J]. Journal of Organizational Behavior,1997,18(3):275-295.
[17]Eid M. A multitraitmultimethod model with minimal assumptions[J]. Psychometrika,2000,65(2):241-261.
[18]Eisenberger R,et al. Leadermember exchange and affective organizational commitment:The contribution of supervisor’s organizational embodiment[J]. Journal of Applied Psychology,2010,95(6):1085-1103.
[19]Fornell C and Larcher D F. Evaluation structural equation models with unobservable and measurement error[J]. Journal of Marketing Research,1981,18(1):39-50.
[20]George J M and Zhou J. Dual tuning in a supportive context:Joint contributions of positive mood,negative mood,and supervisory behaviors to employee creativity[J]. Academy of Management Journal,2007,50(3):605-622.
[21]Graen G,et al. Dysfunctional leadership styles[J]. Organizational Behavior and Human Performance,1972,7(2):216-236.
[22]Harris K J,et al. Leadermember exchange and empowerment:Direct and interactive effects on job satisfaction,turnover intentions,and performance[J]. Leadership Quarterly,2009,20(3):371-382.
[23]Harris S G and Mossholder K W. The affective implications of perceived congruence with culture dimensions during organizational transformation[J]. Journal of Management,1996,22(4):527-547.
[24]Hirst G,et al. A multilevel perspective on employee creativity:Goal orientation,team learning behavior,and individual creativity[J]. Academy of Management Journal,2009,52(2):280-293.
[25]Ilies R,et al. Leadermember exchange and citizenship behaviors:A metaanalysis[J]. Journal of Applied Psychology,2007,92(1):269-277.
[26]Janssen O. Job demands,perceptions of effortreward fairness,and innovative work behavior[J]. Journal of Occupational and Organizational Psychology,2000,73(3):287-302.
[27]Jeroende J and Deanne D H. Measuring innovative work behavior[J]. Creativity and Innovation Management,2010,19(1):23-26.
[28]Jreskog K G and Moustaki I. Factor analysis of ordinal variables:A comparison of three approaches[J]. Multivariate Behavioral Research,2001,36(3):347-387.
[29]Jung D I,et al. The role of transformational leadership in enhancing organizational innovation:Hypotheses and some preliminary findings[J]. Leadership Quality,2003,14(4):525-544.
[30]Krause D E. Influencebased leadership as a determinant of the inclination to innovate and of innovationrelated behaviors: An empirical investigation[J]. Leadership Quarterly,2004,15(1):79-102.
[31]Lam W,et al. Feedbackseeking behavior and leadermember exchange:Do supervisorattributed motives matter?[J].Academy of Management Journal,2007,50(2):348-363.
[32]Liao H,et al. Looking at both sides of the social exchange coin:A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[33]Liden R C and Maslyn J M. Multidimensionality of leadermember exchange:An empirical assessment through scale development[J]. Journal of Management,1998,24(1):43-72.
[34]Liden R C,et al. Leadermember exchange,differentiation,and task interdependence:Implications for individual and group performance[J]. Journal of Organizational Behavior,2006,27(6):723-746.
[35]Livingstone L P,et al. Personenvironment fit and creativity:An examination of supplyvalue and demandability version off fit[J]. Journal of Management,1997,23(2):119-146.
[36]Luthans F and Youssef C M. Human,social,and now positive psychological capital management[J]. Organizational Dynamics,2004,33(2):143-160.
[37]Luthans F,et al. Psychological capital:Developing the human competitive edge[M]. Oxford,UK:Oxford University Press,2007.
[38]Luthans F,et al. The mediating role of psychological capital in the supportive organizational climate employee performance relationship[J]. Journal of Organizational Behavior,2008,29(2):219-239.
[39]Mahsud R,et al. Leader empathy,ethical leadership and relationsoriented behaviors as antecedents of leadermember exchange quality[J]. Journal of Managerial Psychology,2010,25(6):561-577.
[40]Mumford M D. Where have we been,where are we going? Taking stock in creativity research[J]. Creativity Research Journal,2003,15(2/3):107-120.
[41]Mumford G M,et al. Strange,leading creative people:Orchestrating expertise and relationships[J]. Leadership Quarterly,2002,13(6):705-750.
[42]Murphy S E and Ensher E A. The effects of leader and subordinate characteristics in the development of leadermember exchange quality[J]. Journal of Applied Social Psychology,1999,29(7):1371-1394.
[43]Norman S M,et al. The impact of positivity and transparency on trust in leaders and their perceived effectiveness[J]. Leadership Quarterly,2010,21(3):350-364.
[44]Pearee L P and Manz C C. The important of selfand shared leadership in the workplace[J]. Organizational Dynamics,2005,34(2):130-140.
[45]Podsakoff P M,et al. Organizational citizenship behavior and the quantity and quality of work group performance[J]. Journal of Applied Psychology,1997,82(2):262-270.
[46]Podsakoff P M,et al. Common method biases in behavioral research:A critical review of the literature and recommended remedies[J]. Journal of Applied Psychology,2003,88(5):879-903.
[47]Reuvers M,et al. Transformational leadership and innovative work behavior:Exploring the relevance of gender differences[J]. Creativity and Innovation Management,2008,17(3):227-244.
[48]Seo E H. Selfefficacy as a mediator in the relationship between selforiented perfectionism and academic procrastination[J].Social Behavior and Personality,2008,36(6):753-764.
[49]Schyns B and Paul T. Comparing antecedents and consequences of leadermember exchange in a german working context to findings in the US[J]. European Journal of Work and Organizational Psychology,2005,14(1):1-22.
[50]Scott S C and Bruce R A. Determinants of innovative behavior:A path model of individual in the workplace[J]. Academy of Management Journal,1994,37(3):580-607.
[51]Shavinina L. The international handbook of innovation[M]. Mahwah,NJ:Lawrence Erlbaum Associates,2003.
[52]Shweta J S. Determinants of organizational citizenship behavior:A review of literature[J]. Journal of Management and Public Policy,2009,11(1):33-42.
[53]Stephenson G M and Davis J H. Progress in applied social psychology (vol. 1)[M]. Chichester:Wiley,1981.
[54]Volmer J,et al. Leadermember exchange (LMX),job autonomy,and creative work involvement[J]. Leadership Quarterly,2011,10(1):1-10.
[55]Walumbwa F O,et al. An investigation of the relationship among leader and follower psychological capital,service climate,and job performance[J]. Personnel Psychology,2010,63(4):937-963.
[56]Walumbwa F O,et al. Linking ethical leadership to employee performance:The roles of leadermember exchange,selfefficacy,and organizational identification[J]. Organizational Behavior and Human Decision Processes,2011,115(2):204-213.
[57]Wong Y T,et al. A study of subordinatesupervisor guanxi in chinese joint ventures[J]. International Journal of Human Resource Management,2010,21(12):2142-2155.
[58]Zhou J and George J M. When job dissatisfaction leads to creativity:Encouraging the expression of voice[J]. Academy of Management Journal,2001,44(4):682-696.
[59]王辉,牛雄鹰. 领导—部属交换的多维结构及对工作绩效和情境绩效的影响[J]. 心理学报,2004,36(2):179-185.
[60]王雁飞,朱瑜. 心理资本理论与相关研究进展[J]. 外国经济与管理,2007,29(5):32-39.
[2]Avey J B,et al. The additive value of positive psychological capital in predicting work attitudes and behaviors[J]. Journal of Management,2010,36(2):430-452.
[3]Baron A and Armstrong M. Human capital management:Achieving added value through people[M]. London:Kogan Page Ltd.,2007.
[4]Bollen K A. Structural equations with latent variables[M]. New York:Wiley,1989.
[5]Borsboom D,et al. The concept of validity[J]. Psychological Review,2004,111(4):1061-1071.
[6]Braver H H,et al. A model of relational leadership:The integration of trust and leadermember exchange[J]. Leadership Quarterly,2000,11(2):227-250.
[7]Byrne B M. Structural equation modeling with Amos:Basic concepts,applications and programming[M]. New Jersey:Lawrence Erlbaum Associates,2001.
[8]Campbell D J. The proactive employee:Managing workplace initiative[J]. Academy of Management Executive,2000,14(3):52-67.
[9]Carmeli A and Spreitzer G M.Trust,connectivity,and thriving:Implications for innovative behaviors at work[J]. Journal of Creative Behavior,2000,43(3):169-191.
[10]Caseya P R and Grzywacz J G. Employee health and wellbeing:The role of flexibility and workfamily balance[J]. Psychologist Manager Journal,2008,11(1):31-47.
[11]Chen Y,et al. Examining the positive and negative effects of Guanxi practice:A multilevel analysis of guanxi practices and procedural justice perceptions[J]. Asia Pacific Journal of Management,2011,28(4):715-735.
[12]Cheung G W and Rensvold R B. Evaluation goodnessoffit indexes for testing measurement invariance[J]. Structural Equation Modeling,2002,9(2):233-255.
[13]Diane R. Relationships among leadermember exchange quality,satisfaction with organizational communication and creativity in entertainment organizations[D]. Alliant International University,2004.
[14]Dienesch R M and Liden R C. Leadermember exchange model of leadership:A critique and further development[J]. Academy of Management Review,1986,11(3):618-634.
[15]Dorenbosch L,et al. Onthejob innovation:The impact of job design and human resource management through production ownership[J]. Creativity and Innovation Management,2005,14(2):129-141.
[16]Eby L T and Dobbins G H. Collectivistic orientation in teams:An individual and grouplevel analysis[J]. Journal of Organizational Behavior,1997,18(3):275-295.
[17]Eid M. A multitraitmultimethod model with minimal assumptions[J]. Psychometrika,2000,65(2):241-261.
[18]Eisenberger R,et al. Leadermember exchange and affective organizational commitment:The contribution of supervisor’s organizational embodiment[J]. Journal of Applied Psychology,2010,95(6):1085-1103.
[19]Fornell C and Larcher D F. Evaluation structural equation models with unobservable and measurement error[J]. Journal of Marketing Research,1981,18(1):39-50.
[20]George J M and Zhou J. Dual tuning in a supportive context:Joint contributions of positive mood,negative mood,and supervisory behaviors to employee creativity[J]. Academy of Management Journal,2007,50(3):605-622.
[21]Graen G,et al. Dysfunctional leadership styles[J]. Organizational Behavior and Human Performance,1972,7(2):216-236.
[22]Harris K J,et al. Leadermember exchange and empowerment:Direct and interactive effects on job satisfaction,turnover intentions,and performance[J]. Leadership Quarterly,2009,20(3):371-382.
[23]Harris S G and Mossholder K W. The affective implications of perceived congruence with culture dimensions during organizational transformation[J]. Journal of Management,1996,22(4):527-547.
[24]Hirst G,et al. A multilevel perspective on employee creativity:Goal orientation,team learning behavior,and individual creativity[J]. Academy of Management Journal,2009,52(2):280-293.
[25]Ilies R,et al. Leadermember exchange and citizenship behaviors:A metaanalysis[J]. Journal of Applied Psychology,2007,92(1):269-277.
[26]Janssen O. Job demands,perceptions of effortreward fairness,and innovative work behavior[J]. Journal of Occupational and Organizational Psychology,2000,73(3):287-302.
[27]Jeroende J and Deanne D H. Measuring innovative work behavior[J]. Creativity and Innovation Management,2010,19(1):23-26.
[28]Jreskog K G and Moustaki I. Factor analysis of ordinal variables:A comparison of three approaches[J]. Multivariate Behavioral Research,2001,36(3):347-387.
[29]Jung D I,et al. The role of transformational leadership in enhancing organizational innovation:Hypotheses and some preliminary findings[J]. Leadership Quality,2003,14(4):525-544.
[30]Krause D E. Influencebased leadership as a determinant of the inclination to innovate and of innovationrelated behaviors: An empirical investigation[J]. Leadership Quarterly,2004,15(1):79-102.
[31]Lam W,et al. Feedbackseeking behavior and leadermember exchange:Do supervisorattributed motives matter?[J].Academy of Management Journal,2007,50(2):348-363.
[32]Liao H,et al. Looking at both sides of the social exchange coin:A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[33]Liden R C and Maslyn J M. Multidimensionality of leadermember exchange:An empirical assessment through scale development[J]. Journal of Management,1998,24(1):43-72.
[34]Liden R C,et al. Leadermember exchange,differentiation,and task interdependence:Implications for individual and group performance[J]. Journal of Organizational Behavior,2006,27(6):723-746.
[35]Livingstone L P,et al. Personenvironment fit and creativity:An examination of supplyvalue and demandability version off fit[J]. Journal of Management,1997,23(2):119-146.
[36]Luthans F and Youssef C M. Human,social,and now positive psychological capital management[J]. Organizational Dynamics,2004,33(2):143-160.
[37]Luthans F,et al. Psychological capital:Developing the human competitive edge[M]. Oxford,UK:Oxford University Press,2007.
[38]Luthans F,et al. The mediating role of psychological capital in the supportive organizational climate employee performance relationship[J]. Journal of Organizational Behavior,2008,29(2):219-239.
[39]Mahsud R,et al. Leader empathy,ethical leadership and relationsoriented behaviors as antecedents of leadermember exchange quality[J]. Journal of Managerial Psychology,2010,25(6):561-577.
[40]Mumford M D. Where have we been,where are we going? Taking stock in creativity research[J]. Creativity Research Journal,2003,15(2/3):107-120.
[41]Mumford G M,et al. Strange,leading creative people:Orchestrating expertise and relationships[J]. Leadership Quarterly,2002,13(6):705-750.
[42]Murphy S E and Ensher E A. The effects of leader and subordinate characteristics in the development of leadermember exchange quality[J]. Journal of Applied Social Psychology,1999,29(7):1371-1394.
[43]Norman S M,et al. The impact of positivity and transparency on trust in leaders and their perceived effectiveness[J]. Leadership Quarterly,2010,21(3):350-364.
[44]Pearee L P and Manz C C. The important of selfand shared leadership in the workplace[J]. Organizational Dynamics,2005,34(2):130-140.
[45]Podsakoff P M,et al. Organizational citizenship behavior and the quantity and quality of work group performance[J]. Journal of Applied Psychology,1997,82(2):262-270.
[46]Podsakoff P M,et al. Common method biases in behavioral research:A critical review of the literature and recommended remedies[J]. Journal of Applied Psychology,2003,88(5):879-903.
[47]Reuvers M,et al. Transformational leadership and innovative work behavior:Exploring the relevance of gender differences[J]. Creativity and Innovation Management,2008,17(3):227-244.
[48]Seo E H. Selfefficacy as a mediator in the relationship between selforiented perfectionism and academic procrastination[J].Social Behavior and Personality,2008,36(6):753-764.
[49]Schyns B and Paul T. Comparing antecedents and consequences of leadermember exchange in a german working context to findings in the US[J]. European Journal of Work and Organizational Psychology,2005,14(1):1-22.
[50]Scott S C and Bruce R A. Determinants of innovative behavior:A path model of individual in the workplace[J]. Academy of Management Journal,1994,37(3):580-607.
[51]Shavinina L. The international handbook of innovation[M]. Mahwah,NJ:Lawrence Erlbaum Associates,2003.
[52]Shweta J S. Determinants of organizational citizenship behavior:A review of literature[J]. Journal of Management and Public Policy,2009,11(1):33-42.
[53]Stephenson G M and Davis J H. Progress in applied social psychology (vol. 1)[M]. Chichester:Wiley,1981.
[54]Volmer J,et al. Leadermember exchange (LMX),job autonomy,and creative work involvement[J]. Leadership Quarterly,2011,10(1):1-10.
[55]Walumbwa F O,et al. An investigation of the relationship among leader and follower psychological capital,service climate,and job performance[J]. Personnel Psychology,2010,63(4):937-963.
[56]Walumbwa F O,et al. Linking ethical leadership to employee performance:The roles of leadermember exchange,selfefficacy,and organizational identification[J]. Organizational Behavior and Human Decision Processes,2011,115(2):204-213.
[57]Wong Y T,et al. A study of subordinatesupervisor guanxi in chinese joint ventures[J]. International Journal of Human Resource Management,2010,21(12):2142-2155.
[58]Zhou J and George J M. When job dissatisfaction leads to creativity:Encouraging the expression of voice[J]. Academy of Management Journal,2001,44(4):682-696.
[59]王辉,牛雄鹰. 领导—部属交换的多维结构及对工作绩效和情境绩效的影响[J]. 心理学报,2004,36(2):179-185.
[60]王雁飞,朱瑜. 心理资本理论与相关研究进展[J]. 外国经济与管理,2007,29(5):32-39.
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朱 瑜, 王凌娟, 李倩倩. 领导者心理资本、领导—成员交换与员工创新行为:理论模型与实证研究[J]. 外国经济与管理, 2015, 37(5): 0.
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