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題名：仁慈領導與員工創新行為：內部人身份感知的中介作用和領導-部屬交換關係差異化的調節作用
書刊名：心理學報
作者：沈伊默／周婉茹 引用關係／魏麗華／張慶林
出版日期：2017
卷期：2017(8)
頁次：1100-1112
主題關鍵詞：仁慈領導；創新行為；內部人身份感知；領導-部屬交換關係差異化；Benevolent leadership；Perceived insider status；LMX differentiation；Innovative behavior
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探究仁慈領導與員工創新行為的關系,以及在該關系中內部人身份感知的中介作用和領導-部屬交換關系差異化的調節作用。以68名主管和215名員工為對象,通過對兩階段主管-員工配對調查所獲取的數據進行分析,結果表明:(1)仁慈領導可以借助內部人身份感知的中介作用,對員工創新行為產生積極的影響;(2)領導-部屬交換關系差異化能調節仁慈領導和內部人身份感知的關系,即當關系差異化水平越高,仁慈領導與內部人身份感知之間的正向關系越強;(3)領導-部屬交換關系差異化能調節內部人身份感知在仁慈領導與員工創新行為關系間的中介作用,表現為被調節的中介作用模式,即領導-部屬交換關系差異化水平越高,仁慈領導與員工創新行為之間通過內部人身份感知的間接關系越強。
For a long time, some scholars held that benevolent leadership contributes to employee innovative behavior because it provides subordinates with psychological safety, more resources and supports. However, some other scholars argued that benevolent leadership could increase subordinates’ role obligation, loyalty and obedience to supervisor, which would restrain subordinates’ creativity or innovative behavior. Thus, some scholars appealed that researchers should explore the relationship between benevolent leadership and innovative behavior, especially make out how, why, and when benevolent leadership facilitate innovative behavior in the future. We collected the data from 68 supervisors and 215 subordinates at two different time points. In the first survey, the subordinates were asked to provide information about benevolent leadership and their demography. Three months later, these subordinates were asked to answer some questions about leader-member exchange(LMX), perceived insider status, and their supervisor rated their innovative behavior. Hierarchical linear modeling technique was employed to test the hypothesis about the moderating role of LMX differentiation in the relationship between benevolent leadership and perceived insider status, while bootstrap analysis procedures were used to examine the moderated-mediation relationship among the variables in the study. Analyses of multilevel, multisource and lagged data from 68 supervisors and 215 subordinates showed that(1) perceived insider status can mediate the relationship between benevolent leadership and innovative behavior;(2) LMX differentiation moderates the relationship between benevolent leadership and perceived insider status, i.e., the relationship will be stronger when LMX differentiation is high;(3) and the indirect relationships of benevolent leadership with innovative behavior via perceived insider status, i.e., the positive indirect relationship will also be strengthened when LMX differentiation is high. These findings extend our understanding of the relationship between benevolent leadership and innovative behavior, and specify how, why and when we can increase the positive influence of benevolent leadership on innovative behavior. Theoretical and practical implications of these findings are discussed.
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