变革型领导影响员工创造力：团队创新氛围和内在动机的作用

发布时间：2018-03-13 19:31

本文选题：变革型领导　切入点：员工创造力　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：在当下的经济环境下,创新已成为企业能否生存的决定性因素,具体到企业层面,要想把创新落在实处,就必须从每一个员工抓起。组织中的创新就是对工作团队或员工个体的创造性想法在组织层面的成功执行,这种创新是建立在员工创造力的基础之上的,因此研究如何提高员工创造力就成为企业和管理学界关注的重要问题。影响员工创造力的因素一般有两个方面,个人特质和环境因素。在环境因素中,员工日常工作中与之互动最多的便是其直属领导,所以领导者的风格,直接影响了员工在工作中的态度、动机和行为。变革型领导作为一种新型领导方式对员工创造力的提升具有非凡意义;在个人特质方面,员工是否愿意主动创新,往往取决于其工作的内在动机。因此,利用动机理论去解释变革型领导对员工创造力的影响是一条值得研究的路径。在当今企业中,员工往往以部门或是团队的形式进行工作,在领导风格对员工创造力影响的过程中,团队或部门成员对其所在环境的感知也会对个体成员产生重要的影响。团队创新氛围作为团队内成员对其所在工作团队创新氛围的感知,对每一个员工工作的内在动机都会产生影响,员工感受到不同程度的创新氛围,比如会影响其工作的内在动机,而具体是何种影响机制,还有待于深入地进行谈论。对于上述提出的研究问题,本文在总结前人研究的基础上,分析了变量之间的关系,建立了变革型领导——内在动机——员工创造力的中介作用模型,并以团队创新氛围作为变革型领导与内在动机之间影响的权变因素进行探究。本文采用问卷调查的方法对数据进行收集。对不同企业的506名员工进行的正式的调查,问卷内容包括,对变革型领导、员工创造力、内在动机和团队创新氛围的测量,在控制性别、年龄、企业类型、工作年限的基础上,运用SPSS19.0、AMOS17.0和HLM16.0对数据进行处理分析,对理论模型进行检验,得出以下结论:(1)变革型领导方式可以提升员工创造力,即领导越多的展现出变革型领导风格,员工创造力的水平会得到提升。(2)内在动机在变革型领导影响影响员工创造力的关系中起部分中介的作用。(3)团队创新氛围在变革型领导与内在动机之间起到正向调节的作用。具体而言,高的团队创新氛围会增强变革型领导对团队成员的内在动机的影响程度。本研究的理论贡献有:(1)验证了变革型领导与员工创造力的正向关系。(2)识别了变革型领导与员工创造力的作用路径:内在动机在变革型领导与员工创造力的关系中起到部分中介的作用。(3)识别了变革型领导与员工创造力关系的权变因素:团队创新氛围起了正向调节的作用。本研究的管理启示:(1)团队或部门领导应该尽可能多地展现出变革型领导风格,这有助于提升其下属的员工创造力,从而为整个团队带来更多的创新思维与创新工作方式。(2)团队或部门领导应该尽可能地从员工内在工作动机方面(而不是简单地靠奖惩进行外在激励)激励员工,因为只有员工对工作有着强烈的内在动机,才能激发其自身的创造力,为团队带来更杰出的成果。(3)团队或部门中的所有成员都应该共同营造一种利于创新的氛围,这种氛围可以反过来影响每一名成员工作的内在动机从而使其创造力获得提升。
[Abstract]:In the current economic environment, innovation has become the decisive factor to the survival of enterprises, specific to the enterprise level, to put innovation into practice, we must start from every employee in the organization. Innovation is the work team or individual creative ideas executed at the organizational level of success, this innovation is established on the basis of employees' creativity, therefore the research on how to improve the creativity of employees has become an important problem of enterprise and management circles. Factors affecting employee creativity generally have two aspects, individual characteristics and environmental factors. In environmental factors, staff daily interaction with the most is the direct leadership. So a leader style, directly affect the attitude of the staff at work, motivation and behavior of transformational leadership. As a new type of leadership on employee creativity promotion has extraordinary Meaning; in terms of personal characteristics, the employees are willing to take the initiative and innovation, intrinsic motivation often depends on their work. Therefore, to explain the impact of transformational leadership on employees' creativity is a worthwhile research path using motivation theory. In today's enterprise, employees tend to department or team in the form of work in leadership style effect on employee creativity, team members or departments on their perceptions of the environment will also have an important influence on individual members. As a team member of team innovation atmosphere on the work of team innovation climate perception, intrinsic motivation of every employee will have an impact, employees feel different the degree of innovation atmosphere, such as intrinsic motivation will affect their work, and in particular the influence mechanism of what remains to be thorough about the research on the above mentioned, In this paper, on the basis of previous studies, analysis of the relationship between the variables, establish the intermediary role model of Transformational Leadership: intrinsic motivation, creativity, and team innovation atmosphere as contingency factors between transformational leadership and intrinsic motivation are explored. This paper uses questionnaire survey method to collect data on the 506. Employees of different enterprises of the formal survey questionnaire included, of transformational leadership, employee creativity, measurement of intrinsic motivation and team innovation atmosphere, age, gender in control, enterprise type, based on the work experience, the use of SPSS19.0, AMOS17.0 and HLM16.0 for data processing and analysis to test the theoretical model. Draw the following conclusions: (1) transformational leadership can enhance the creativity of employees, namely leadership more show the transformational leadership style, employee creativity The level will be raised. (2) intrinsic motivation in transformational leadership influences partially mediate the relationship between employees' creativity. (3) team innovation atmosphere play a positive role between transformational leadership and intrinsic motivation. Specifically, the influence degree of team innovation atmosphere high Wai will enhance the transformational leadership on the team the members of the intrinsic motivation. The theoretical contributions of this study are: (1) verify the positive relationship between transformational leadership and employee creativity. (2) to identify the path of transformational leadership and employee creativity: intrinsic motivation in the change of mediate the relationship between leadership and employee creativity. (3) the recognition of contingency factors relationship between transformational leadership and employee creativity: team innovation atmosphere played a positive role. The management implications of this study: (1) the team or the Department Manager should show as much as possible. Transformational leadership style, which helps to improve their subordinates creativity, leading to innovative thinking and innovative ways of working more for the entire team. (2) the team or the Department Manager should as far as possible from the intrinsic motivation of staff (rather than simply relying on rewards and punishments in external incentives to motivate employees, for employees only) there is a strong internal motivation to work, in order to stimulate their own creativity, bring more outstanding achievement for the team. (3) all members of the team or department should jointly create a favorable atmosphere of innovation, this kind of atmosphere can in turn affect the intrinsic motivation of every member of the work so as to make the creativity ascend.

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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