摘要
以山东省两家高新技术企业251名员工为样本,以情感事件理论和计划行为理论为基础,运用结构方程模型(SEM)和多层线性模型(HLM),验证了心理资本在变革型领导与员工创新行为间关系的中介作用以及团队情绪氛围对该关系的跨层次调节作用。结果表明:变革型领导与员工创新行为显著正相关;员工心理资本在变革型领导与员工创新行为关系中起完全中介作用;团队情绪氛围正向调节变革型领导对员工心理资本的影响,即团队情绪氛围水平越高,变革型领导与员工心理资本的正向关系越强。
On the basis of the relevant viewpoints of the theory of Affective Events Theory and Theory of Planned Behavior, statistical analysis drawing on SEM and HLM from 251 samples examines that psychological capital plays a mediating role and team emotional climate plays the hierarchical linear moderating role between transformational leadership and employee innovative behavior. The results of study show that., transformational leadership is highly correlated with employee inno- vative behavior; psychological capital plays a full mediating role between transformational leadership and employee innova- tive behavior; team emotional climate moderates positively the influence of transformational leadership on psychological capital, the higher the level of emotional atmosphere, the stronger the positive relationship between transformational lead- ership and employee＇s psychological capital.
出处
《科技进步与对策》
CSSCI
北大核心
2016年第24期147-153,共7页
Science & Technology Progress and Policy
基金
山东省自然科学基金项目(ZR2013GM014)
关键词
变革型领导
心理资本
团队情绪氛围
员工创新行为
Transformational Leadership
Psychological Capital
Team Emotional Climate
Employee Innovative Behavior
