包容型領導與員工創(chuàng)造力關(guān)系研究,人力資源管理碩士論文

包容型領導與員工創(chuàng)造力關(guān)系研究,人力資源管理碩士論文隨著經(jīng)濟的快速發(fā)展和市場環(huán)境的劇烈變化，企業(yè)所面對的競爭環(huán)境日趨劇烈，尤其是近年來互聯(lián)網(wǎng)和人工智能的出現(xiàn)，使得企業(yè)急需進行轉(zhuǎn)型升級來適應不斷變化的外部環(huán)境。企業(yè)想要在劇烈的競爭環(huán)境中獲得優(yōu)勢，就必須進行變革，加速創(chuàng)新。員工是企業(yè)創(chuàng)新的重要主體，員工創(chuàng)造力是企業(yè)創(chuàng)新的源動力，因而，想要提高企業(yè)的創(chuàng)新能力，就必須重視企業(yè)員工創(chuàng)造力的提升。影響員工創(chuàng)造力的因素諸多，領導作為重要影響因素之一，領導者的領導方式能夠有效的影響員工的行為。包涵型領導作為諸多領導方式的一種，主張以人為本，關(guān)注員工的差異化需求，包涵員工的個性化特征，認可下屬奉獻，將所有成員包涵到組織發(fā)展進程中。因而在當下員工多樣化和員工需求差異化的當代企業(yè)中，研究包涵型領導具有重要意義。固然當下已有關(guān)于包涵型領導對員工創(chuàng)造力的研究，但對于其作用機制的研究還不充分。因而包涵型領導員工創(chuàng)造力關(guān)系的中介機制與邊界條件的研究還有待探尋求索。本研究基于社會信息加工理論和自我一致性理論，試圖探尋求索觀點采擇和組織自尊在包涵型領導與員工創(chuàng)造力之間的中介作用和個人-組織匹配對包涵型領導與員工創(chuàng)造力、包涵型領導與觀點采擇、包涵型領導與組織自尊之間關(guān)系的調(diào)節(jié)作用。本文通過問卷調(diào)查的方式收集了國內(nèi)不同企業(yè)共261份研究樣本，運用SPSS210和AMOS170軟件進行了實證分析，得出下面結(jié)論：包涵型領導對員工創(chuàng)造力有正向促進作用；觀點采擇和組織自尊在包涵型領導與員工創(chuàng)造力的關(guān)系中起到了部分中介的作用；個人-組織匹配在包涵型領導與員工創(chuàng)造力、包涵型領導與觀點采擇、包涵型領導與組織自尊之間起正向調(diào)節(jié)作用。本文進一步探尋求索了包涵型領導對員工創(chuàng)造力的作用機制，為在當今復雜動態(tài)環(huán)境下采用包涵型領導方式，提供新的理論根據(jù)。本研究結(jié)果也為實踐中，包涵型領導通過促進員工觀點采擇和提高員工組織自尊來促進員工創(chuàng)造力，提供了理論啟示。關(guān)鍵字：包涵型領導；員工創(chuàng)造力；觀點采擇；組織自尊；個人-組織匹配ABSTRACTWiththerapiddevelopmentofeconomyandthedramaticchangeofmarketenvironment,theenterprisefacesincreasinglyfiercecompetitiveenvironment,especiallyinrecentyears,theemergenceoftheInternetandartificialintelligence,thetransformationandupgradingofenterprisesneedtoadapttothechangeofexternalenvironmentIfenterpriseswanttogaincompetitiveadvantageintherapidlychangingdomesticandforeigncompetition,theyneedtoactivelyseekchangeandaccelerateinnovationAtpresent,astheimportantsubjectofenterpriseinnovation,Employeecreativityisthedrivingforceofenterpriseinnovation,Therefore,Toimprovetheinnovationabilityofenterprises,wemustpaymoreattentiontotheimprovementofthecreativityofemployeesInclusiveleadershipemphasizesthegroupoftheintegrationofdifferentiationandadaptedtotheworkplacediversityandemployeedifferentiation,conformstoourcountrygovernmentproposedtoleranceandaccumulationofforeignideas,andaculturewithtraditionalConfucianethicsinourcountry,sotheresearchoninclusiveleadershipforthelocalizationoforganizationandmanagementresearchinChinaisofgreatsignificancePreviousstudiesshowedthatinclusiveleadershiphaspositivepredictioneffectonemployeescreativity,buttheresearchontherelationbetweeninclusiontypeleadershipandemployeecreativitymechanismandtheboundaryconditionsofresearchremainstobeexploredThisstudybasedonthetheoryofsocialinformationprocessingtheoryandselfconsistencytheory,tryingtoexploreperspective-takingandtheorganizationself-esteeminmediatingrolebetweeninclusiveleadershipandemployeecreativityandtheregulatingroleofperson-organizationfitUsingSPSSandAMOS,thispaperconductedanempiricalanalysisofemployeequestionnairesindifferententerprisesinChina,andfinallyreachedthefollowingconclusions:Inclusiveleadershiphasapositiveinfluenceonemployeescreativity;perspective-takingandorganizationalself-esteemplayamediatingroleintherelationshipbetweeninclusiveleadershipandemployeecreativityperson-organizationfitplaysapositiveregulatingrolebetweeninclusiveleadershipandperspective-taking,organizationalself-esteemandemployeecreativityThisstudyfurtherverifiestheinclusiveleadershippositiveinfluenceonemployeescreativity,Itprovidesanewtheoreticalbasisfortheinclusiveleadershipmanagementintodayscomplexdynamic,ItenrichespreviousresearchachievementsInpractice,Inclusiveleadershippromoteemployeecreativitybypromotingemployeeperspectivetakingandenhancingemployeeorganizationalself-esteem,ThenitprovidessomepracticalenlightenmentfororganizationmanagementKeywords:inclusiveleadership;employeecreativity;perspective-takingorganizationbasedself-esteem;person-organizationfit目錄文章為碩士論文，如需全文請點擊底部下載全文鏈接】1.1.2研究意義1.2研究內(nèi)容與方式方法1.3本文創(chuàng)新之處1.4研究思路與基本框架第2章文獻綜述2.1包涵型領導2.1.1包涵型領導的內(nèi)涵2.1.2包涵型領導的維度與測量2.1.3包涵型領導的影響作用2.2觀點采擇2.2.1觀點采擇的內(nèi)涵與測量2.2.2觀點采擇的影響作用2.3組織自尊2.3.1組織自尊的內(nèi)涵2.3.2組織自尊的測量2.3.3組織自尊的影響作用2.4員工創(chuàng)造力2.4.1員工創(chuàng)造力的內(nèi)涵2.4.2員工創(chuàng)造力的測量2.4.3員工創(chuàng)造力的影響因素2.5個人-組織匹配2.5.1個人-組織匹配的內(nèi)涵2.5.2個人組織匹配的測量2.5.3個人組織匹配的影響作用第3章理論與假設3.1理論基礎及模型提出3.2包涵型領導與員工創(chuàng)造力3.3觀點采擇的中介作用3.4組織自尊的中介作用3.5個人-組織匹配的調(diào)節(jié)作用第4章研究設計4.1研究樣本和數(shù)據(jù)收集4.2測量工具4.3分析技術(shù)4.3.1信度分析4.3.2效度分析4.3.3相關(guān)分析第5章數(shù)據(jù)分析與假設檢驗5.1同源偏差分析5.2驗證性因子分析5.3描繪敘述性統(tǒng)計分析5.4假設檢驗5.5本章