工商管理学院知识库

  企业经营环境的复杂和急剧变化，使得提升企业的竞争力成为重点关注的问题。创新是实现这一目标的关键举措，员工作为企业发展和创新的核心力量，承担着重要任务和责任。领导作为员工行为的指挥和标杆，其风格和行为深刻影响着员工创新，探讨领导风格对员工创新行为的影响成为学者关注的焦点。然而创新自身具有变化快、高竞争性、复杂化等特点，传统的单一领导已不能较好的适应创新要求。平衡互补型双元领导能够有效缓解员工创新过程中出现的冲突，营造良好的创新氛围，进而提升员工的创新能力。

  研究基于社会认知理论和文化资本理论，探讨注重权力分配的企业如何平衡授权型领导和命令型领导，在授予员工权力的同时给予员工合理的规划和指导，同时引入差错管理氛围和中庸思维，分析影响员工创新行为不同层面的因素。在大量阅读国内外文献的基础上，梳理双元领导、差错管理氛围、中庸思维和员工创新行为的文献综述，构建理论模型和研究假设。其次，选取各变量的成熟量表并编制问卷，利用SPSS和Amos对所获数据进行描述性统计分析、信效度检验和相关性分析，最后利用HLM软件进行跨层次分析，验证研究假设。

  实证结果表明:(1)双元领导正向影响员工创新行为；(2)双元领导正向影响差错管理氛围；(3)差错管理氛围正向影响员工创新行为；(4)差错管理氛围在双元领导对员工创新行为的影响中起部分中介作用；(5)中庸思维正向调节双元领导与员工创新行为之间的关系；(6)中庸思维正向调节差错管理氛围与员工创新行为之间的关系。最后本文根据研究结果提出了相关方面的建议，为提升员工创新行为提供合理指导。

  The complexity and rapid change of enterprise management environment make the improvement of enterprise competitiveness become the focus of attention. Innovation is the key measure to achieve this goal. As the core force of enterprise development and innovation, employees shoulder important tasks and responsibilities. Leadership as the command and benchmark of employee behavior, its style and behavior have a profound impact on employee innovation, and the discussion of the impact of leadership style on employee innovation behavior has become the focus of scholars. However, innovation itself has the characteristics of rapid change, high competitiveness, complexity and so on, and the traditional single leader can not better adapt to the requirements of innovation. Balanced and complementary dual leadership can effectively alleviate the conflicts in the process of employee innovation, create a good atmosphere for innovation, and then improve the innovation ability of employees.

  Research based on social cognitive theory and cultural capital theory, the discussion focus on power distribution enterprises how to balance the authority leadership and the leadership, while granting employees power to give employees a reasonable planning and guidance, error management atmosphere and the doctrine of the mean thought, introduced at the same time, analysis the various levels of factors affect employee innovative behavior. On the basis of reading a large number of domestic and foreign literature, this paper combs the literature review of dual leadership, error management atmosphere, mean thinking and employee innovation behavior, and constructs theoretical models and research hypotheses. Secondly, the maturity scale of each variable was selected and questionnaires were compiled. SPSS and Amos were used for descriptive statistical analysis, reliability and validity test and correlation analysis of the obtained data. Finally, HLM software was used for cross-level analysis to verify the research hypothesis.

  The empirical results show that :(1) ambivalent leadership positively influences employee innovation behavior; (2)Dual leadership positively influences the atmosphere of error management; (3)Error management climate positively affects employee innovation behavior; (4)Error management climate partially mediates the effect of ambivalent leadership on employee innovation behavior; (5)Neutral thinking positively moderates the relationship between ambivalent leadership and employee innovation behavior; (6)Moderation thinking positively moderates the relationship between error management climate and employee innovation behavior. Finally, based on the research results, this paper puts forward relevant suggestions to provide reasonable guidance for improving employee innovation behavior.