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虽然以往研究证实了道德型领导对员工创新行为的积极影响,但关于两者关系的内部机制与边界条件,至今还知之不多。本研究基于自我分类理论,以52个科研团队的376名员工—主管的有效配对数据为样本,考察了道德型领导对员工创新行为的影响,分析了内部人身份感知的中介作用和员工垂直集体主义导向的调节作用。结果表明:(1)道德型领导对员工的创新行为具有显著的正向影响;(2)内部人身份感知在道德型领导与员工创新行为关系中起部分中介作用;(3)员工的垂直集体主义导向不仅正向调节了内部人身份感知与员工创新行为之间的关系,而且还调节了道德型领导对员工创新行为的间接作用。这些发现对拓展中国情境下道德型领导与员工创新行为之间作用机制的研究都具有重要的指导意义。
Although previous studies have confirmed the positive impact of ethical leadership on employee innovation, the internal mechanisms and boundary conditions of the relationship between the two have not been known until now. Based on the self-classification theory, this study takes 376 employee-director effective matching data of 52 research teams as samples and examines the influence of ethical leadership on employee innovation behavior. It analyzes the intermediary role of internal-person identity awareness and employee vertical group Doctrine of the regulatory role. The results show that: (1) Moral leadership has a significant positive impact on employees’ innovation behavior; (2) Perceptions of insiders play an intermediary role in the relationship between moral leadership and employee innovation behaviors; (3) Doctrine not only positively regulates the relationship between internal identity and employee innovation, but also regulates the indirect effect of ethical leadership on employee innovation. These findings are of great guiding significance for the research on the mechanism of action between moral leadership and employee innovation in China.