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论文编号：	13107
作者编号：	1120140795
上传时间：	2022/6/6 17:06:36
中文题目：	变革型领导对员工越轨式创新行为的 影响机制研究
英文题目：	The influence mechanism of transformational leadership on employee bootlegging behavior
指导老师：	张玉利
中文关键字：	越轨式创新行为；变革型领导；心理安全感；创意自我效能；企业创新绩效
英文关键字：	Bootlegging Behavior；Transformational Leadership；Psychological Security；Creative Self-Efficacy；Corporate Innovation Performance
中文摘要：	近年来，随着全球经济与科技的不断发展，商业环境更加复杂多变，企业间竞争越趋激烈，无论国际化大型集团企业，或者中小型地区性企业，只有具备与竞争者差异化的创新点，才能在商业竞争中脱颖而出。因此，企业创新能力建设至关重要。当前国内外学者对此有很多探讨，而越轨式创新行为作为企业突破型创新的重要指标，成为近年来热门的研究议题。越轨式创新是员工以企业长远利益为导向，违背上司决定而私下进行的一种创新行为，是员工对其创新想法坚持和企业资源限制妥协下的产物，越轨式创新很可能有突破传统运营观念的创意隐藏，但同时也会产生与企业内部管理机制的一些碰撞。 为更好地正向积极引导越轨式创新行为，本文以社会认知理论和刺激反应理论为基础，从员工视角出发，聚焦越轨式创新行为的前因后果，使用实地访谈与问卷调查方法进行实证研究，以企业的变革型领导如何影响员工越轨式创新行为为主轴，通过分析员工的工作心理安全感和创意自我效能的内在心理因素的影响作用机制，探讨其影响因素之间的关系机理，并验证员工越轨式创新行为对于企业创新绩效的影响。本研究结果可为企业创新管理发展提供理论支撑，为企业管理员工越轨式创新行为策略与思路提供参考，进而提升员工创新能力和企业创新管理水平。 本研究的主要研究内容及结论如下： 1. 厘清变革型领导对员工越轨式创新行为影响的双重中介模式 影响企业运营的核心因素即是领导，领导的风格影响员工行为。其中变革型领导是一种激励型的领导风格，鼓励员工个性化发展，学习新知识与技能。根据刺激-机体-反应(S-O-R)模型，本研究提出变革型领导对员工的越轨式创新行为影响的双重中介模型，解释了员工心理属性的内在反应机制。当员工感知到领导变革型作为的刺激时，透过员工内在的机体机制，做出反应行为，基于员工自身的创意自我效能以及员工感知工作环境的安全性程度，建构双重中介模式，解析员工越轨式创新行为的内在机体机制。研究结果表明，变革型领导对员工工作心理安全以及创意自我效能皆有正向显著的直接影响，而变革型领导透过员工工作心理安全感与创意自我效能间接影响员工的越轨式创新行为，两者的中介效应皆成立。此结果验证变革型领导刺激对于越轨式创新行为的影响，表明变革型领导对于员工越轨式创新行为影响存在不可忽视的重要性，丰富了越轨式创新行为的影响因素。 2. 揭示员工心理安全感与创意自我效能对越轨式创新行为的影响作用 根据社会认知理论，以环境、个人及行为的影响关系解释个体行为形成机制。本研究提出影响员工的越轨式创新行为的内在心理因素，即以员工对工作的心理安全感作为员工对工作环境的感知，以员工的创意自我效能作为员工自我创新能力的掌握程度，与员工越轨式创新行为共同建立三者之间的影响作用。探究员工对环境感知和对自我创意能力的感知影响越轨式创新行为的作用机制。研究结果表明，员工创意自我效能与工作心理安全感对越轨式创新行为皆有正向显著的直接影响。其中，员工创意自我效能比员工工作心理安全感对于越轨式创新影响更加显著。上述两个影响因素的分析为越轨式创新行为的形成因素提供了更多层次的实证研究证据。 3. 探明员工越轨式创新行为对企业创新绩效的影响 员工越轨式创新行为是员工忠诚与叛逆的矛盾冲突，其对企业的影响作用，可以从冲撞管理体制的破坏面，以及愿意额外花费时间和精力持续为企业研发创新的贡献面来考虑。越轨式创新行为与企业创新绩效之间的关系仍待厘清。本研究除了综合历史文献和成熟量表，更发展了适当的企业创新绩效题项，通过质性访谈与量化问卷调查，提供了员工越轨式创新行为对企业创新绩效影响的实证证据和理论支撑。研究结果表明，尽管员工的越轨式创新行为可能带来企业内部的管理矛盾，或与上司或体制的冲撞，却能为企业带来创新绩效的提升，验证了员工越轨式创新行为对于企业的正向效益。 4. 识别员工工作年资对员工越轨式创新行为调节作用 越轨式创新行为本质上是员工忠于自己的工作价值，相信自己的创新能力与判断，对于外在环境的压力一种不屈服的表现，这也隐藏了一些员工的社会资本与人际沟通问题。这些特征与新生代员工的工作价值观有相似的内涵，但员工工作年资对于越轨式创新行为的影响作用还需验证。本研究将员工工作年资纳入内在心理因素对越轨式创新行为影响的调节因子进行分析研究。实证研究结果验证了工作年资对于员工越轨式创新行为的内在心理形成作用有显著性差异。工作年资越深的员工，其心理安全感影响越轨式创新行为越强；而工作年资尚浅的员工，其创意自我效能的影响作用较高。验证了工作年资对员工越轨式创新行为的调节作用，扩充了年资影响力的研究内容。 本研究的创新点主要包括： 1. 验证了变革型领导对员工越轨式创新行为的影响作用机制，识别了心理安全感和创意自我效能的双重中介模式，解析了变革型领导如何影响越轨式创新行为的机理，丰富了变革型领导与下属之间关系的认识。 2. 验证了员工越轨式创新行为对企业创新绩效的正面影响，为认识中国情境下越轨式创新行为对企业的影响提供了线索。 3. 变革型领导是领导力研究的重要内容，是一种激励型的领导风格，本研究丰富了对变革型领导的认识。 本研究共分为六章，其架构如下：第一章绪论。说明研究背景与研究意义，提出研究问题，并列出本论文的创新点，说明本研究采用的研究方法、阶段及框架，并简述本文的结构安排。第二章文献综述。介绍本研究的理论基础，并说明各研究变量内涵与相关应用研究，包含越轨式创新行为、变革型领导、员工工作心理安全感、员工创意自我效能及企业创新绩效。第三章理论模型与研究假设。根据相关研究文献，提出理论模型，推理变量之间的关系，提出研究假设，包含直接影响关系、中介效应与调节效应。第四章研究设计。根据上一章的模型假设，说明问卷设计的流程和内容，以及每个研究变量的题项设计来源，同时指出实地访谈设计、步骤与结果汇整，最后阐述问卷资料收集的背景、预试以及调研过程。第五章研究结果。分析访谈内容，并对回收问卷样本做描述性统计分析、测量模型与结构模型分析；第六章结果讨论与管理启示。针对研究结果提出研究结论，说明结果的意义，并提出管理启示，最后说明研究局限与未来展望。
英文摘要：	In recent years, with the continuous development of global economy and technology, and the business environment is more complex and changeable, the competition among enterprises is more and more intense. Regardless of large international group companies or small and medium-sized regional companies, only with innovative points that differentiate them from competitors can they stand out in business competition. Currently, both scholars from China and abroad continue to conduct empirical researches on corporate innovation capabilities from different perspectives. Among them, Bootlegging behavior, as an important indicator of corporate breakthrough innovation, has become a hot research topic in recent years. Bootlegging behavior is an innovative behavior that employees conduct privately with the company's long-term interests as the guide and against the decision of their bosses. It is the product of employees' persistence in their innovative ideas and compromises with corporate resource constraints. Bootlegging behavior is likely to break through traditional operating concepts. The creativity of the company is hidden, but at the same time, there will be some collisions with the internal management mechanism of the enterprise. In order to better positively guide Bootlegging behavior, behaviors, this dissertation takes Bootlegging behaviors as the main research content, uses field interviews and questionnaires to conduct empirical research, and focuses on how transformational leadership of enterprises affects employees' deviant innovation behaviors. , by analyzing the influence mechanism of the internal psychological factors of employees' work psychological security and creative self-efficacy, to explore the relationship mechanism between the influencing factors, and to verify the influence of employees' deviant innovation behavior on enterprise innovation performance. The results of this study can provide theoretical support for the development of enterprise innovation management, and provide a reference for the strategies and ideas of deviant innovation behavior of employees in enterprise management, and then improve the innovation ability of employees and the level of enterprise innovation management. The main research work and conclusion of this study are as follows： 1. To reveal the role of employees' psychological job security and creative self-efficacy in influencing bootlegging behavior First, based on the Social Cognitive Theory, the interaction of environment, individual as well as behavior, this study proposes that the intrinsic psychological factors that influence employees' bootlegging behavior, including the perception of the work environment and the mastery of their own innovative ability. Using the psychological security of work as the employee's perception of the work environment, the employee's creative self-efficacy as the employee's ability, and the employee's bootlegging behavior, the line between the three offs, to establish the intrinsic role of employees to influence the bootlegging behavior mechanisms. To explore the mechanism by which employees' perceptions of the environment and their own creative abilities affect bootlegging behaviors. The results show that employees' creative self-efficacy and work psychological safety have a positive and significant direct impact on bootlegging /deviant innovative behaviors. Among them, employees' creative self-efficacy is more important to the influence of bootlegging than employees' psychological safety at work, and provides more levels of empirical research evidence for the formation factors of bootlegging behavior. 2. To clarify the role of the dual mediating model of influence of transformational leadership on employees' bootlegging behavior The most critical factor affecting business operations is leadership. Leadership style affects employee behavior, and transformational leadership is a motivational leadership style that encourages employees to personalize their development and learn new knowledge and skills. Based on the Stimulus-Organism-Response (SOR) model, this study proposes a dual mediation model of the effect of transformational leadership on employees' bootlegging behaviors, explaining the response mechanisms inherent in employees' psychological attributes. When employees perceive the transformational leadership stimulus, they react to the behavior through their internal organism mechanism. Based on the employees' own creative self-efficacy and the degree of safety they perceive in the work environment, a dual mediation model is constructed to analyze the internal organism mechanism of employees' bootlegging behavior. The research results show that transformational leadership has a positive and significant direct impact on employees' work psychological safety and creative self-efficacy, while transformational leadership indirectly affects employees' deviant innovation behavior through employees' work psychological safety and creative self-efficacy. The mediating effect is established. This result verifies the influence of transformational leadership stimulation on bootlegging behaviors, indicating that transformational leadership has a non-negligible impact on employees' bootlegging behaviors, and enriches the influencing factors of bootlegging behaviors. (3) Exploring the impact of employees' bootlegging behavior on corporate innovation performance In the Chinese context, employees' bootlegging behavior is a conflict between loyalty and rebellion. Its impact on the company can be considered in terms of the destructive side of the management system and the innovative side of the willingness to spend extra time and energy to continue to contribute to the company's R&D. However, the relationship between bootlegging behavior and firm innovation performance remains to be clarified. This study synthesizes the literature on mature scales, develops appropriate corporate innovation performance questions, and provides empirical evidence on the impact of bootlegging behavior and corporate innovation performance through qualitative interviews and quantitative questionnaires. The research results show that although employees' bootlegging behaviors may bring about internal management conflicts or conflicts with their superiors or the system, they can bring about improvements in innovation performance for enterprises, verifying positive benefits of employees' bootlegging/deviant innovative behaviors to the enterprise. 4. Identifying the role of employee seniority in regulating employees' transgressive innovative behavior The bootlegging behavior is essentially an expression of employees' loyalty to their own work values, their belief in their own innovation ability and judgment, and their refusal to yield to the pressure of the external environment, which also hides some of the employees' social capital and interpersonal structure problems. These characteristics have similar connotations to the work values of the new generation of employees. However, the role of employee seniority in influencing bootlegging behavior needs to be verified. This study expands the research on the influence of seniority by including employee seniority as a moderator of the influence of intrinsic psychological factors on bootlegging behavior and verifying its moderating effect on bootlegging behavior of employees. The results of the study verify that there are significant differences in the inner psychological formation of employees' bootlegging behaviors due to their working years. Employees with more seniority have a stronger psychological security impact on deviant innovation behaviors; while employees with younger seniority have a higher impact on creative self-efficacy, which verifies the effect of seniority on employees' bootlegging behaviors. The moderating effect expands the research content of the influence of seniority. The main innovations of this study include: 1. It verifies the influence mechanism of transformative leadership on the Bootlegging behavior of employees, the dual intermediary mode of psychological security and creative self-efficacy is identified, the mechanism of how transformative leadership affects Bootlegging behavior is analyzed, and the understanding of the relationship between transformative leaders and subordinates is enriched. 2. It verifies the positive impact of employees' Bootlegging behavior on the innovation performance of enterprises, and provides clues for understanding the impact of Bootlegging behavior on enterprises in China context. 3.Transformational leadership is an important part of leadership research, which is a motivating leadership style, and this study enriches the understanding of transformational leadership. This study is divided into six chapters, and its structure is as follows: Chapter 1 is the introduction, which explains the research background and significance, and proposes the research questions accordingly, clearly lists the innovation points of this thesis, and explains the research method and technical route adopted in this study，and briefly describes the research structure at the end. Chapter 2, a literature review, describes the theoretical basis of this study, including social cognitive theory and the stimulus-organism-response model, successively defines the connotation of each research construct and collects and organizes its related studies. Chapter 3 theoretical model and research hypothesis presents the research basket, reasoning about the relationship between the constructs and proposing the research hypothesis based on relevant research literature, containing the direct influence relationship, mediating effect, and moderating effect. Chapter 4, research design, describes the procedure and contents of the questionnaire design, and the sources of question design for each research variable, then followed by the design of field interview , and the execution of the field interview, integrating the results of the field interview, and then the background, pretest, and research process of questionnaire data collection. Chapter 5, the results of the study, describes the content of the interviews, descriptive statistical analysis of the returned questionnaire sample, measurement model and structural model analysis. Chapter 6 is the conclusion and discussion of the study, which presents the findings of the study, compares the similarities and differences with previous studies, explains the reasons behind them, and suggests management applications, and finally explains the limitations of the study and future.
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