基于二元视角的授权型领导对员工服务创新行为的作用机制研究

国内外企业管理学者在授权型领导领域取得了一系列重要的研究成果。近年来，不少学者指出，团队领导者既要领导团队，又要领导个人，团队领导者的领导行为既包括针对团队的领导行为，又包括针对个人的领导行为。基于二元视角探讨领导行为成为学术界一个新的研究前沿和焦点。服务性企业管理人员既需要对团队授权，又需要根据团队成员的个体差异实施差异化授权，二者之间可能存在此消彼长的关系。本课题组将对以下三个子问题开展研究：①基于二元视角的授权型领导的概念、维度与计量方法；②同时根据工作动力模型、领导与成员的交换关系模型、成员与成员的交换关系模型，探讨基于二元视角的授权型领导对团队群体知识隐藏和服务创新行为的中介作用机制，并比较三类模型解释能力的大小；③领导者以员工的服务质量（“才”）、员工对领导者的忠诚感（“忠”）为基础实施差异化授权、员工的合作与竞争导向对针对个人的差异化授权对团队与员工结果的影响的调节作用。

Great achievements have been made in the field of empowering leadership. Recently, many scholars have pointed out that today’s leaders need to lead both individual and group as a whole, their leadership behavior include both group-focused leadership behavior and individual-focused leadership behavior. Researching on leadership behavior from the perspective of ambidexterity is becoming a new research trend. Leaders in service organizations need to empower both group as a whole and individual. Three sub-research questions are designed as follows: First, the concept, dimensions and measurement of empowering leadership from the perspective of ambidexterity; second, the mediation mechanism of empowering leadership on group collective knowledge hiding and service innovation behavior from the perspective of ambidexterity by using motivational model, leader-memeber exchange model, member-member exchange model and compare their explanatory power at group level; third, the moderating effect of service quality-based empowering differentiation, employee loyalty to leaders-based empowering differentiation, employee cooperative and competitive orientation on the impact of differentiated individual-focused empowering leadership on group and individual outcomes.