摘要
从自我领导角度探究影响员工创新行为是回答"如何有效激发员工创新行为"的新视角。本文以369名电子通讯制造企业的研发人员为对象,基于自我领导相关理论,探究自我领导通过组织自尊的中介作用对员工创新行为的影响机理。实证结果表明:自我领导以及组织自尊对员工创新行为都具有显著的正向影响,组织自尊在自我领导的"设想成功表现、自我对话、自我奖赏、自我惩罚"4个维度上对员工创新行为的影响中具有部分中介效应,在"自我目标设置"维度上则具有完全中介作用。
Exploring the internal mechanism of“How can stimulate employee innovative behavior effectively”from the self-leadership is a new perspective. Based on the theory of self-leadership,with the data from a sample of 369 R＆amp;D employees through questionnaire survey, the paper studies the impact of self-leadership and organization-based self-esteem（ OBSE） on employee’ s innovation behavior and the mediating effect of OBSE between self-leadership and employee ’ s innovation behavior. The empirical results show that self-leadership and OBSE have a positive effect on employee ’ s innovation behaviors. The results also show that the relationship of self-leadership’ s four dimension：visualizing successful perform-ance, self-talk, self-reward, self-punishment and employee ’ s innovation behavior was partially mediated by OBSE, another dimension“self-goal setting” was completely mediated by OBSE.
出处
《预测》
CSSCI
北大核心
2014年第1期9-14,共6页
Forecasting
基金
国家自然科学基金资助项目(71273209)
陕西省教育厅专项资助项目(11JK0142)
关键词
自我领导
组织自尊
员工创新行为
中介效应
self-leadership
organization-based self-esteem
employee’ s innovative behavior
mediating
