变革型领导对知识员工创新行为的影响：组织承诺的中介作用

发布时间：2018-08-01 11:24

【摘要】：十八大会议中,在中国未来的道路方式上,指出应走具有创新特色的道路,即具有自主方式的创新型道路。李克强总理在2014年提出了“大众创业,万众创新”的号召。信息技术时代,信息的快速传递性、更替性以及共享性在为企业带来便利的同时,也促使动态环境下的企业面临着前所未有的挑战。企业作为国民经济持续、快速、稳健发展的驱动力量,积极响应国家政策,推动技术创新和人员创新(尤其是具有高新技术职能的知识型员工)已成为信息化背景下企业立足发展的必选战略。创新时代的企业不仅需要完全服从于组织的员工,更希望员工能够充分发挥自身的独创性,运用自身的独特的创造力为企业带来突破性的创新发展。因此,知识员工的创新行为如何激发和鼓舞则持续被众多相关领域的研究者关注。领导作为企业财富的管理者,员工作为企业财富的创造者,如何将领导风格和员工行为有效结合实施创新发展战略尤为重要。变革型领导自身独特的创造性与魅力特质在相关学者结合心里授权视角、员工满意度视角下均被证实可推进员工的创新行为,但从情感视角对于两者关系的研究尚且涉及较少。本文忠于情感立场,以组织承诺作为研究两者连接桥梁的传递因子,进一步组建模型架构,运用数据调研充分加以证实。基于对本研究所涉及概念的文献梳理,在理论论证的基础上建立本研究模型结构同时提出假设,通过对调研数据进行相关回归分析处理,进一步验证所提假设,得出本研究结论,主要有以下几点:变革型领导中除德行垂范因子外,其余三个因子均积极显著影响知识员工创新行为;组织承诺在变革型领导及其除德行垂范因子外的其他三个因子作用于知识员工创新行为的过程中均起到了中介效应。相较之前探究则不同之处为,应用情感因子考核变革型领导对知识员工创新行为的效应,从而对两者的相关的研究加以补充。同时结合本研究结果,对于企业如何实施创新发展战略给予相对的指导。
[Abstract]:In the Congress of the 18th National Congress of China, it is pointed out that we should take the road with innovative characteristics, that is, the innovative road with independent ways. Prime Minister Li Keqiang called for mass entrepreneurship and innovation in 2014. In the age of information technology, the rapid transmission, replacement and sharing of information not only bring convenience to enterprises, but also promote the enterprises in dynamic environment to face unprecedented challenges. As a driving force for the sustained, rapid and steady development of the national economy, enterprises actively respond to national policies, Promoting technological innovation and personnel innovation (especially knowledge workers with high and new technology functions) has become a necessary strategy for enterprises to base themselves on development under the background of information technology. In the era of innovation, enterprises not only need to give full service to the employees of the organization, but also hope that the employees can give full play to their own originality and make use of their unique creativity to bring breakthrough innovation and development to the enterprises. Therefore, how to stimulate and inspire the innovation behavior of knowledge workers has been concerned by researchers in many related fields. As the manager of enterprise wealth and the creator of enterprise wealth, it is very important for leaders to combine leadership style and employee behavior effectively to implement innovative development strategy. The unique creativity and charisma of transformational leadership have been proved to promote employees' innovation behavior from the perspective of psychological empowerment and employee satisfaction, but there is little research on the relationship between them from the perspective of emotion. This paper takes organizational commitment as the transfer factor to study the bridge between the two, and further establishes the model structure, which is fully verified by data research. Based on the literature review of the concepts involved in this study, the structure of the research model is established on the basis of theoretical argumentation, and the hypothesis is put forward at the same time, and the hypothesis is further verified by the correlation regression analysis of the investigation data. The main conclusions of this study are as follows: in transformational leadership, except the moral factor, the other three factors have a positive and significant impact on the innovation behavior of knowledge workers; Organizational commitment plays an intermediary role in the process of transformational leadership and its other three factors acting on the innovation behavior of knowledge workers. The difference is that using emotion factor to assess the effect of transformational leadership on the innovation behavior of knowledge workers, so as to supplement the related research. At the same time, combined with the results of this study, it provides relative guidance on how to implement innovative development strategy.
【学位授予单位】：甘肃政法学院
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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