领导—成员交换对员工创新行为的影响研究

发布时间：2018-04-24 08:57

本文选题：领导-成员交换 + 内部人身份认知　；参考：《兰州财经大学》2017年硕士论文

【摘要】：经济全球化的不断深入、创新型国家目标的逐渐明晰,使得员工创新行为已经成为企业获得竞争优势的重要来源。在中国,随着组织内外部环境的不断变化和人才竞争的日趋激烈,越来越多的企业领导通过与员工的关系交换获得创新行为产出,于是学者开始从组织的角度研究领导-成员交换行为。西方学者在该领域已得出不少有益的成果,而在中国文化背景下关于领导-成员交换对员工创新行为影响的研究还相对匮乏。本研究以此为切入点,围绕四个方面展开研究,分别探讨了领导-成员交换对员工创新行为的影响以及内部人身份认知和组织犬儒主义分别在其中起到的中介作用和调节作用,为企业制定人力资源政策提供了理论依据。本研究首先在研究背景和意义的基础上,回顾了领导-成员交换、内部人身份认知、组织犬儒主义以及员工创新行为的相关理论,结合中国文化情境及国内外研究现状,提出了模型架构及研究假设。其次,根据国内外关于变量的权威量表设计了本研究的调查问卷,通过书面纸质版和网络平台版两种数据收集方式得到有效问卷368份,使用SPSS17.0对样本进行信度和效度分析以及相关性分析。最后,使用层级回归的统计方法对回收数据进行分析,结果表明:(1)领导-成员交换对员工创新行为具有正向影响作用;(2)内部人身份认知在领导-成员交换与员工创新行为之间起中介作用;(3)组织犬儒主义在领导-成员交换与员工创新行为之间起到负向调节作用,在内部人身份认知与员工创新行为之间起到正向调节作用。基于此,针对研究结果,从企业实践和可操作性角度提出关于强化员工创新行为三个方面的管理启示:一是构建有序的领导-成员交换;二是加强员工内部人身份认知;三是维护和谐公正的组织氛围。
[Abstract]:With the deepening of economic globalization and the gradual clarity of the goal of innovative country, employee innovation behavior has become an important source of competitive advantage for enterprises. In China, with the continuous changes in the internal and external environment of the organization and the increasingly fierce competition for talents, more and more business leaders obtain innovative behavior output through the exchange of relations with their employees. Therefore, scholars began to study leadership-member exchange behavior from the perspective of organization. Western scholars have made a lot of useful achievements in this field, but under the background of Chinese culture, the research on the influence of leader-member exchange on employees' innovation behavior is relatively scarce. This research focuses on four aspects: the influence of leader-member exchange on employee innovation behavior and the intermediary and regulatory roles of identity cognition and organizational cynicism. It provides a theoretical basis for enterprises to formulate human resource policies. Based on the background and significance of the research, this study reviews the theories of leader-member exchange, insider identity cognition, organizational cynicism and employee innovation behavior, combined with the Chinese cultural context and the current research situation at home and abroad. The model structure and research hypothesis are proposed. Secondly, according to the authoritative scale of variables at home and abroad, the questionnaire is designed, and 368 valid questionnaires are obtained by two kinds of data collection methods: written paper version and network platform version. SPSS17.0 was used to analyze the reliability, validity and correlation of the samples. Finally, the statistical method of hierarchical regression is used to analyze the recovered data. The results show that: (1) Leader-member exchange has a positive effect on employees' innovation behavior. (2) Insider identity cognition plays an intermediary role between leader-member exchange and employee innovation behavior.) Organization cynicism plays an intermediary role in leader-member behavior. Exchange and employee innovation behavior play a negative role in regulation, It plays a positive regulating role between the identity cognition of the insiders and the innovation behavior of the employees. Based on the research results, this paper puts forward three aspects of management enlightenment on strengthening employees' innovative behavior from the point of view of enterprise practice and maneuverability: one is to construct orderly leader-member exchange, the other is to strengthen the identity cognition of employees' insiders. Third, to maintain a harmonious and just organizational atmosphere.
【学位授予单位】：兰州财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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