家长型领导会阻碍高新技术企业组织创新吗？--基于组织战略与组织文化的被调节的中介作用模型

Does paternalistic leadership hinder organizational innovation in high-tech enterprises?

摘要:

创新能力是高新技术企业的核心竞争力,以民营私企居多的科技型高新技术企业,其家长型领导风格对组织创新的影响备受关注。通过问卷调查方法收集得到珠三角、长三角以及京津塘三大高新技术企业聚集地的455份问卷,基于组织战略与组织文化构成的被调节的中介作用模型,经统计分析后发现：第一,与假设相反,家长型领导能够显著正向影响高新技术企业的组织创新；第二,高新技术企业的组织文化在家长型领导与组织创新间具有显著的中介作用；第三,高新技术企业的组织战略对家长型领导与组织创新间关系具有显著的调节作用；第四,高新技术企业的组织战略对组织文化在家长型领导与组织创新间的中介作用具有显著的调节作用。基于研究结论提出了相应对策建议,对于推动高新技术企业塑造组织创新氛围,提高员工创新能力具有重要理论与实践指导意义。

Abstract:

For private high-tech enterprises of science and technology nature, the influence of their paternalistic leadership style on organizational innovation has attracted much attention. 455 questionnaires were collected from the Pearl River Delta, Yangtze River Delta and Beijing-Tianjin-Tang high-tech enterprises. Based on the moderated intermediary model composed of organizational strategy and organizational culture, statistical analysis shows that: first, paternalistic leadership can significantly positively affect the organizational innovation of high-tech enterprises; second, organizational structure of high-tech enterprises. The organizational strategy of high-tech enterprises has a significant moderating effect on the relationship between paternalistic leadership and organizational innovation. Fourthly, the organizational strategy of high-tech enterprises has a significant moderating effect on the intermediary role of organizational culture between paternalistic leadership and organizational innovation. Based on the research conclusions, the corresponding countermeasures and suggestions are put forward, which has important theoretical and practical guiding significance for promoting high-tech enterprises to shape organizational innovation atmosphere and improve employee innovation ability.