哈尔滨工业大学管理学硕士学位论文
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摘要
互联网的深入发展，要求企业必须创新来适应时代的发展，因此对于员工创
新行为的研究显得尤为重要。真实型领导是基于领导信任危机问题产生的概念，
是一种基于自我认知和价值观的新型领导方式，有研究证实了员工对真实型领导
的感知会影响员工的行为，那么真实型领导感知会促进员工的创新行为么？是通
过什么方式影响员工创新行为呢？
本研究基于以往文献，构建了真实型领导感知及其四个维度自我意识感知、
关系透明感知、内化道德感知和平衡加工感知影响员工创新行为的理论研究模型，
并基于社会交换理论和计划行为理论推出研究假设，实证研究了心理授权在真实
型领导感知及其四个维度对员工创新行为影响过程中的中介作用，探讨了权力距
离在真实型领导感知及其四个维度对心理授权和员工创新行为影响中的调节作
用
本研究通过发放网络问卷的方式进行实证分析，共回收267份问卷。通过
SPSS数据分析软件对收集到的数据进行分析，结果显示问卷具有良好的信度和效
度，然后运用相关分析和回归分析对本文的研究假设进行验证
实证研究结果表明，真实型领导感知及其四个维度显著正向影响了员工的创
新行为；真实型领导感知及其四个维度可以通过心理授权这一机制影响员工的创
新行为；当员工的权力距离感比较高时，真实型领导感知及其四个维度正向影响
心理授权和员工创新行为的关系均减弱，当员工的权力距离感比较低时，真实型
领导感知及其四个维度正向影响心理授权和员工创新行为的关系均增强
因此，为了促进企业员工的创新行为，一方面要对领导方式进行调整，一方
面要根据不同员工采取不同的激励方式。根据研究结果，企业管理者可以通过提
高员工心理授权、建立真实型领导培训体系、根据权力距离感的差别对员工采用
不同的管理策略等方式，促进员工的创新行为，具有较强的理论意义和实际意义
关键词：真实型领导；员工创新行为；心理授权；权力距离
哈尔滨工业大学管理学硕士学位论文
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Abstract
The further development of the Internet requires enterprises to innovate to adapt
to the development of The Times. Therefore, it is particularly important to study the
innovation behaviors of employees. Authentic leadership is based on the concept of
leadership credibility crisis problems, which is based on self-cognition. Studies have
confirmed that employees' perception of authentic leadership will affect employee
behavior; will the authentic leadership perception promote the staff's innovation
behavior How does it affect employee innovation behavior
Based on previous literature, this study constructed the authentic leadership
perception and its four dimensions of self-consciousness, transparent relationships,
internalized moral awareness and balance processing perception affect employee
innovation behavior’s theory model, and based on the social exchange theory and the
theory of planned behavior, study impact ofpsychological empowerment in the
process of authentic leadership perception and its four dimensions impact on employee
innovative behavior, discusses the impact of the power distance in the process of
authentic leadership perception and its four dimensions on psychological
empowerment and employee innovative behavior.
In this study, 267 questionnaires were collected through empirical analysis by
online questionnaires. Through the SPSS data analysis software to analyze the
collected data, the results show that the questionnaire has good reliability and validity,
then using the correlation analysis and regression analysis to verify the hypothesis of
this article.
The empirical results show that authentic leadership perception and its four
dimensions have a significant positive influence on employees' innovation behaviors.
Authentic leadership perception and its four dimensions can influence the innovation
behavior of employees through the mechanism of psychological authorization. When
the employee's power distance is higher, the influence of the authentic leadership
perception and its four dimensions on psychological empowerment and employee
innovative behavior relations are reduced, and When the employee's power distance is
lower, the influence of authentic leadership perception and its four dimensions on
psychological empowerment and employee innovation behavior has enhanced.
Therefore, in order to promote the innovation behavior of enterprise employees,
哈尔滨工业大学管理学硕士学位论文
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on the one hand, it is necessary to adjust the leadership style and on the other hand to
adopt different incentive methods according to different employees. According to the
results, the enterprise managers can improve the employees' psychological
authorization, establishing the authentic leadership training system, according to the
difference of power distance employees adopt different management strategy to
promote the staff's innovation behavior, the study has strong theoretical and practical
significance.
Keywords: authentic leadership, innovation behavior, psychological empowerment,
power distance
哈尔滨工业大学管理学硕士学位论文
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目录
摘要 . I
ABSTRACT .. II
第1章 绪论 ........ 1
1.1 研究背景1
1.2 研究的目的与意义 ........ 2
1.2.1 研究的目的 ........... 2
1.2.2 研究的意义 ........... 2
1.3 国内外研究综述3
1.3.1 真实型领导研究综述 ..... 3
1.3.2 员工创新行为研究综述 . 5
1.3.3 权力距离研究综述 .......... 6
1.3.4 心理授权研究综述 .......... 7
1.3.5 真实型领导感知与员工创新行为关系的研究综述 ........... 8
1.3.6 综合评述 .... 9
1.4 研究内容及研究方法 .. 10
1.4.1 研究内容 .. 10
1.4.2 研究方法与流程11
第2章 假设提出与模型构建 .. 13
2.1 理论基础 .......... 13
2.1.1 社会交换理论 ..... 13
2.1.2 计划行为理论 ..... 13
2.2 假设提出 .......... 14
2.2.1 真实型领导感知与员工创新行为的假设 ... 14
2.2.2 心理授权的中介作用假设 ...... 15
2.2.3 权力距离的调节作用假设 ...... 17
2.3 理论模型构建 .. 18
2.4 本章小结 .......... 19
第3章 问卷设计与检验20
3.1 问卷设计 .......... 20
3.2 数据收集 .......... 20
3.2.1 样本的选取 ......... 20
3.2.2 数据的收集 ......... 21
3.3 问卷的信度与效度检验 .......... 21。。。。。。