中文摘要：

促进员工创造力成为当代领导面临的主要挑战和目标。本研究整合社会认知理论、社会信息处理理论、创造力成分模型等理论视角，构建了自我牺牲型领导影响员工创造力的理论模型，以78个研发团队（78个团队主管，314个团队成员）为样本，对研究假设及影响路径进行了实证检验，试图揭示2者关系中的关键中介机制和调节机制。研究结果表明：（1）自我牺牲型领导对创造力自我效能感、员工创造力具有显著的跨层次正向预测效果，且对创造力支持氛围具有正向预测效果；（2）创造力支持氛围与创造力自我效能感在自我牺牲型领导与员工创造力关系之间起到跨层次中介作用；（3）创造力支持氛围对创造力自我效能感与员工创造力之间的关系具有显著的跨层次调节效应，创造力支持氛围越高，2者之间的正向关系越强。

英文摘要：

Creativity scholars have emphasized that cultivating employee creativity is a major objective and challenge for leaders in the 21 st century. Synthesizing theories of social cognition, social information process and creativity component, the authors created and tested a theoretical model to investigate how self-sacrificial leadership influence the employee crea- tivity in R＆D team and attempted to reveal the key mediators and moderators in this relationship. This study aims to investi- gate the mechanism that self-sacrificial leadership influence on employee creativity, however, there was insufficient empirical research on this internal mechanism in depth. In response to the inadequate research, using data gathered through a survey of 78 valid samples for research and development team in 16 high-tech enterprises, we empirically tested all the hypotheses The results showed that： （1） Self-sacrificial leadership had a significant multilevel positive influence on creative self-efficacy and employee creativity, had a significant positive influence on support climate for creativity. （2） Support climate for creativity and creative self-efficacy partly mediated the relationship between self-sacrificial leadership and employee creativity. This re- suit highlighted the importance of self-sacrificial leadership for promoting support climate for creativity and creative self-effi- cacy, thereby facilitating employee creativity. （3） Support climate for creativity significantly moderated the relationships be- tween creative self-efficacy and employee creativity such that the higher of the support climate for creativity, the stronger relationship of creative self-efficacy and employee creativity. The present study, with dyadic design, offered robust evidence for the role of supervisors＇ self-sacrificial leadership in facilitating employees＇ behavior of employee creativity and the mediating effect of support climate for creativity and creative self-efficacy, as well as the moderating effect of support climate