Servant Leadership and Innovative Work Behavior in Chinese High-Tech Firms: A Moderated Mediation Model of Meaningful Work and Job Autonomy.
Servant Leadership and Innovative Work Behavior in Chinese High-Tech Firms: A Moderated Mediation Model of Meaningful Work and Job Autonomy.
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DOI：
10.3389/fpsyg.2018.01767
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发表时间：
2018
影响因子：
3.8
通讯作者：
Bossink BAG
中科院分区：
文献类型：
--
作者：
Cai W;Lysova EI;Khapova SN;Bossink BAG
学者们认识到，员工创新工作行为在推动高科技产业组织创新中起着至关重要的作用。然而，对于如何在中国高科技行业中唤起员工的IWB，目前的知识还远远不完整。许多中国高科技公司面临着从基于层级的领导向更以员工为中心的领导风格转变的挑战，因为这两种领导风格对员工的IWB有不同的影响。这种视角可能会补充和突出不完整的图景。本研究以创造性与创新的动态成分模型为基础，提出并检验了员工领导通过有意义的工作对员工工作满意度产生的积极影响，以及工作自主性在这一过程中的调节作用。我们收集了三家中国高科技公司的数据(N=288)，发现员工对有意义工作的感知在服务型领导与国际工作组织之间的关系中起到了中介作用。我们还发现，这种中介关系取决于工作自主性在从公仆领导到有意义工作的过程中的调节作用。研究结果进一步表明，只有当工作自主性较高时，服务型领导才会通过有意义的工作间接影响员工的工作满意度。
Scholars acknowledge the critical role of employee innovative work behavior (IWB) in facilitating organizational innovation in high-tech industries. However, the current knowledge is far from complete to paint a clear picture of how to evoke employee IWB in the Chinese high-tech industry. Many Chinese high-tech firms face a challenge moving from hierarchy-based leadership toward more employee-centered leadership styles, as the styles have different effects on employees’ IWB. This perspective may complement and sharpen the incomplete picture. Drawing on a dynamic componential model of creativity and innovation, this study proposes and tests a moderated mediation model that examines the hypothesized positive influence of servant leadership on employee IWB via meaningful work as well as the moderating role of job autonomy in this process. We collected data (N = 288) from three Chinese high-tech firms and found that employees’ perceptions of meaningful work mediate the relationship between servant leaders and IWB. We also found that this mediating relationship is conditional on the moderating role of job autonomy in the path from servant leadership to meaningful work. The results further show that the indirect effect of servant leadership on employee IWB via meaningful work exists only when job autonomy is high.
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