CEO变革型领导对员工创意行为的影响

The influence of CEO transformational leadership on employee creative behavior

摘要:

企业在竞争中的绝对竞争优势主要是依靠内部创新型员工的创意行为,“吸引—选择—磨合—转化”(ASAT)框架要较“吸引—选择—磨合(ASA)”能更为完整地解释员工与环境的互动过程。本文运用 Mplus7 构建结构方程模型,应用成熟量表对640个服装生产贸易公司的服装设计师进行问卷调查,构建CEO变革型领导、员工领导契合、员工组织契合、领导认同、组织认同及员工创意行为的关系模型。结果显示“ASAT”框架不论是从部分、还是从整体路径上均会对CEO变革型领导与员工创意行为的关系产生中介的链接作用。因此,ASA框架扩展模型不仅为未来的人境互动提供更强的理论支持和方向指引,而且在某种程度上,厘清了从组织层面到个体层面的渗透过程。同时在促进员工创新行为实践中,CEO领导者既要注重员工领导、组织契合,又要注重契合度如何影响员工态度的转化。

Abstract:

The absolute competitive advantage of enterprises in the competition mainly depends on the innovative performance of employees, which has attracted the attention of managers and researchers. This study is based on the review of person-environment fit theory and propose that the framework of “Attraction-Selection-Attrition (ASA)” is incomplete. That is "Attraction-Selection-Attrition-Transformation (ASAT)", it’s more complete than ASA model to explain the interaction between employees and the organizations. This study constructs the relationship model of CEO transformational leadership, person supervisor fit, person-organization fit, personal identification, organizational identification and employee innovation performance based on the data analysis of 640 fashion Designers". Using Mplus7 to build a structural equation model, the results show that the "ASAT" will mediate the impact of CEO transformational leadership on employee innovation performance both in part and in the whole framework. This study not only clarifies the mechanism process of how individual leadership fit works, but also will provide more theoretical support and direction guidance for future person-environment fit theory. CEO leaders should pay attention to employee leadership and organizational fit, and how the fit affects the transformation of employees" attitudes for promoting employees" innovative behavior.