通过问卷调查我国长三角地区3家企业的326名员工,从组织行为学、心理学视角,构建了一个被中介的调节模型,以探讨谦卑领导行为与员工个人创新行为的关系。实证结果表明:谦卑领导行为对员工个人创新行为有显著的正向影响,内部人身份认知在其中起到部分中介作用;传统性对谦卑领导行为与个人创新行为之间的关系具有调节作用,该调节作用通过内部人身份认知的中介得以实现。揭示了谦卑领导行为对员工个人创新行为的影响效应和作用路径,充实了谦卑领导行为对下属影响的相关研究,为实践中从领导层面促进组织创新提供了有益借鉴。
A mediated moderation model was built to analyze the relationship between humble leadership behavior and employee individual innovation behavior based on organizational behavior theory and psychology perspective. The mediating role of perceived insider status and moderating role of traditionality between humble leadership behavior and employee individual innovation behavior were hypothesized. The empirical test of data from 326 employees from 3 enterprises in Yangtze River Delta region in China shows that humble leadership behavior has a positive impact on individual innovation behavior. It also indicates that perceived insider status partly mediates the relationship between humble leadership behavior and employee individual innovation behavior. Traditionality moderates the relationship between humble leadership behavior and employee individual innovation behavior. Perceived insider status fully mediates the moderating effect of traditionality. These results reveal the effect of humble leadership behavior on employee individual innovation behavior and its mechanism, enrich the research results of the influence of humble leadership behavior on subordinates, and has important reference significance for the promotion of organizational innovation from the leadership level.