电子商务企业领导风格对创新绩效的影响：沟通满意度的中介作用

发布时间：2018-04-24 05:31

本文选题：电子商务企业 + 领导风格　；参考：《广西师范大学》2017年硕士论文

【摘要】：创新是知识创造与技术扩散的主要来源,无论是从世界层面、国家层面,或者企业的微观层面上来看,创新对经济增长、企业发展都产生了巨大的推动作用。企业为求生存与发展,越来越依赖技术创新以提高核心竞争能力,获取新的利润增长点。创新已经取代资源,成为企业、国家竞争能力的决定性因素。企业创新是个复杂的过程,需要组织对其投入大量时间和精力,需要整个组织的动员,因此领导的作用异常重要,可以说领导者才是创新背后的根本指导力量,而领导的作用是通过其领导风格来展现出来的。在影响企业未来发展是否成功的诸多因素中,领导风格和创新被视为最具关键性的因素。“人”是组织创新团队的一个重要因素,组织既然是一个具有一定规模的整体,就必然也存在沟通的问题。良好的沟通有助于团队的文化建设以及团队成员士气的提高;良好的沟通管理不仅反映了组织中管理人员的管理和协调能力,更体现了完善的组织制度和健康的组织文化。相反,不良的沟通会给团队带来很多危害,包括人际关系、团队的士气、团队业绩。而且,沟通满意度也是领导风格的载体,因此,将沟通满意度作为中介变量,纳入到研究的范畴之中。通过对过去的相关文献进行梳理和总结,发现,对于领导风格、沟通满意度、创新绩效的单独研究和两两相关研究都比较多。在以往的研究中,关于领导风格和创新绩效的研究比较多,既有研究认为变革型领导风格对组织创新绩效有正向影响,这一结论基本得到学者们的认可,但关于新型的电子商务企业变革型领导风格对组织创新绩效有什么样的影响,目前还没有学者做过这方面的研究,并且关于交易型领导风格对组织创新绩效的影响存在很大的争议和分歧。鉴于关于领导风格和沟通满意度之间相关关系的研究比较少,对电子商务企业领导风格、沟通满意度以及创新绩效三者间的相关关系的研究更是匮乏。这三者之间究竟存在什么关系,以及具体的作用机制如何,是本文研究和探讨的重点。论文的研究对象是以阿里巴巴、京东为代表的电子商务企业,电子商务企业本身就是信息时代技术创新的产物,对创新的要求较高,如果想保持竞争力,持续性发展,必须要重视组织的创新。本研究将领导风格分为变革型领导和交易型领导两类,其中变革型领导分为领袖魅力、感召力、智力激发和个性化关怀四个维度,交易型领导分为权变奖励、例外管理和放任自由三个维度。同时,引入沟通满意度作为中介变量,探讨领导风格影响创新绩效的作用机制。在现有相关文献的基础上,提出了电子商务企业领导风格、沟通满意度、组织创新绩效之间关系的理论假设。本文通过对电子商务企业员工采用问卷调查、访谈法、和统计分析相结合的方法,对构思假设进行了验证,实证分析发现:整体而言,本研究整体理论模式配置符合可接受的适合度检定水准,表示本研究的理论架构可获得支持。就研究结果来看:1.员工不同的个人属性对于领导风格、沟通满意度、创新绩效存在显著差异2.变革型领导风格与交易型领导风格都对沟通满意度有正向影响3.变革型领导风格与交易型领导风格都对组织创新绩效有显著的正向作用,变革型领导风格的四个维度(领袖魅力、感召力、智力激发、个性化关怀)都对组织创新绩效有正向影响,交易型领导的例外管理、条件式奖励对组织创新绩效有正向影响,但放任自由这一维度对组织创新绩效是负向影响。4.沟通满意度对组织创新绩效有正向影响,沟通满意度的组织发展前景、沟通氛围、平行及非正式沟通、上行沟通、媒介质量都对创新绩效有正向影响,但个人反馈对创新绩效的影响不显著。5.沟通满意度在变革型领导风格对组织创新绩效影响中起中介作用,沟通满意度在交易型领导风格对组织创新绩效影响中起中介作用。因此,假设基本得到验证,除了假设H1、H3b-3、H4f未通过验证。就本文的研究结果与既有的研究相比较,最后,在实证结果的基础上,获得了启示,对企业有一定的参考价值。在电子商务企业中,企业领导者通过权变的使用变革型风格和交易型风格,来提高组织的创新绩效;同时重视企业内部的沟通问题,通过改善沟通满意度,来提高组织的创新绩效。文章的研究也存在了很多局限性,就调查对象,年轻化趋势严重,大多是基层员工,因为电子商务企业的特殊性,调查对象文化背景普遍高,致使本文章研究变量在性别、文化背景、年龄等上的差异性时,分析的结果可信度不高。
[Abstract]:Innovation is the main source of knowledge creation and technology diffusion. Whether it is from the world level, the national level, or the micro level of the enterprise, innovation has a great impetus to economic growth and enterprise development. In order to seek survival and development, enterprises rely more and more on technological innovation to improve core competitive ability and gain new profits. Innovation has taken the place of resources and becomes the decisive factor in the competitiveness of the state. Enterprise innovation is a complex process. It is necessary to organize a lot of time and energy and mobilize the whole organization. Therefore, the role of leadership is very important. It can be said that the leader is the fundamental guiding force behind innovation, and the leadership is the work of leadership. The leadership style and innovation are regarded as the most important factors in many factors affecting the success of the future development of the enterprise. "Man" is an important factor in the organizational innovation team. Since the organization is a whole of a certain scale, it will inevitably have communication problems. Good communication helps to improve the team's cultural construction and team members' morale. Good communication management not only reflects the management and coordination ability of the managers in the organization, but also embodies a perfect organizational system and a healthy organizational culture. On the contrary, bad communication will bring a lot of harm to the team, including the interpersonal relationship and the team. In addition, communication satisfaction is also the carrier of leadership style. Therefore, communication satisfaction is taken as an intermediary variable into the category of research. By combing and summarizing the relevant literature of the past, it is found that there are more research and 22 related studies on leadership style, communication satisfaction, and innovation performance. In previous studies, there are many studies on leadership style and innovation performance. There is a study that the transformational leadership style has a positive impact on organizational innovation performance. This conclusion has been recognized by scholars, but what is the effect of the transformational leadership style on organizational innovation performance in the new e-business enterprise? No scholars have done this research before, and there is a lot of controversy and disagreement about the impact of the transaction type leadership style on organizational innovation performance. In view of the relatively few studies on the relationship between leadership style and communication satisfaction, there are three aspects of leadership style, communication satisfaction and innovation performance in e-commerce enterprises. The research on the relationship between the three is more scarce. What is the relationship between the two and the specific mechanism of action is the focus of the study and discussion. The object of this paper is the e-commerce enterprise represented by Alibaba and Jingdong. The e-business enterprise itself is the product of technological innovation in the information age and the requirements for innovation. Higher, if we want to keep competitive and sustainable development, we must pay attention to the innovation of the organization. This study divides the leadership style into two categories: transformational leadership and transaction type leadership. The transformational leadership is divided into four dimensions: leader charm, inspiring, intellectual and individualized care, and transaction type leaders are divided into contingency awards, exceptional management and laissez faire. At the same time, with the introduction of communication satisfaction as an intermediary variable, the effect mechanism of leadership style on innovation performance is discussed. On the basis of the existing relevant literature, the theoretical hypothesis of the relationship between leadership style, communication satisfaction and organizational innovation performance is put forward. This article is adopted to the employees of e-business enterprises in this paper. Questionnaire survey, interview method, and statistical analysis are combined to verify the concept hypothesis. The empirical analysis shows that overall, the overall theoretical model configuration is consistent with acceptable fitness level, which indicates that the theoretical framework of this study can be supported. The results of the study show that 1. employees' different personal attributes are in the lead. There are significant differences between guidance style, communication satisfaction and innovation performance. 2. transformational leadership style and transaction type leadership style have positive impact on communication satisfaction. 3. transformational leadership style and transaction type leadership style have significant positive effect on organizational innovation performance, and the four dimensions of transformational leadership style (leader charm, inspiring, intelligence) It has a positive effect on organizational innovation performance, the exception management of transaction type leadership, and the positive impact of conditional incentive on organizational innovation performance, but the dimension of laissez faire has a negative impact on organizational innovation performance, which has a positive effect on the organizational innovation performance of.4. and the organizational development of communication satisfaction. Prospects, communication atmosphere, parallel and informal communication, uplink communication, and media quality have a positive impact on innovation performance, but the impact of personal feedback on innovation performance is not significant.5. communication satisfaction plays an intermediary role in the impact of transformational leadership on organizational innovation performance, and gully satisfaction is in the transaction type leadership style to organizational innovation performance. Therefore, the hypothesis is basically verified, in addition to assuming that H1, H3b-3, and H4f are not verified. The results of this paper are compared with the existing research, and finally, on the basis of the empirical results, it has gained inspiration and has a certain reference value for enterprises. In e-commerce enterprises, enterprise leaders use contingency. Change style and transaction style to improve the organizational innovation performance; at the same time pay attention to the internal communication problems in the enterprise and improve the organizational innovation performance by improving the communication satisfaction. There are many limitations in the research. In particular, the cultural background of the respondents is generally high, resulting in the fact that the results of this study are not reliable when analyzing the differences in gender, cultural background and age.

【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.91;F724.6

【参考文献】