追随力视角下员工创新形成机制研究:组织自尊和心理授权的作用

The Formation Mechanism of employee innovation from the perspective of followership: The role of organization-based self-esteem and psychological empowerment

摘要:

基于追随力视角和自我验证理论，本文构建有调节的中介模型，探究员工追随力对创新行为的影响作用，并讨论组织自尊的中介效应和心理授权的调节效应。对486份样本数据进行分析，研究结果表明：组织自尊在员工追随力与创新行为间发挥显著中介作用，心理授权在正向调节员工组织自尊与创新行为的同时也调节了组织自尊的中介作用。研究结果对探索员工追随力对创新行为的作用机制和边界效应具有一定的理论意义，也对企业管理实践具有一定的指导作用。

Abstract:

Based on the followership perspective and self-validation theory, a moderated mediation model was constructed to study the influence of employee followership on innovation behavior, and the mediating effect of organization-based self-esteem and the moderating effect of psychological empowerment were discussed. Based on the analysis of 486 sample, the results showed that organizational self-esteem played a significant mediating role between employee followership and innovation behavior, and psychological empowerment positively moderated the mechanism between organization-based self-esteem and innovation behavior and the mediating role of organization-based self-esteem. The research findings have a certain theoretical contribution to exploring how employee followership affects innovation behavior, which also playing a guiding role in enterprise management practice.