在如今充满着不确定性的复杂环境中，企业面临着越来越激烈的 竞争，在竞争环境中获得持续竞争力，需要其不断创新。而创造力是 创新的根源，通过提升员工创造力能有效地推动企业创新发展，故企 业内员工的创造力显得尤为重要。如何提升员工的创造力，充分利用 企业全体员工的智慧提升企业的创新和变革能力，促进企业长期可持 续创新发展正成为学术界的研究热点议题。而领导作为员工产生创造 力的组织环境的重要塑造者，其领导风格被认为是完成创造性工作的 本质，国内外研究均表明，领导风格在员工创造力中起着重要的作用。 基于以上背景，本文以企业员工为研究对象，探讨领导风格感知 与员工创造力两者之间的关系，即领导风格感知如何影响员工创造力。 本文借鉴前人研究理论，将领导风格感知分为领导关怀感知和领导定 规感知，提出中国情境下以心理所有权为中介变量，时间可得性为调 节变量，试图阐明领导风格下领导关怀和领导定规分别对员工创造力 所产生的影响机理，并采用 SPSS20.0 与 Amos22.0 统计软件进行实证 分析。 研究结果表明，（1）员工对领导者高度关怀和定规的感知会正 向影响其心理所有权；（2）员工心理所有权会正向影响其创造力；II （3）员工心理所有权在领导关怀和员工创造力之间起完全中介作用， 在领导定规和员工创造力之间起部分中介作用；（4）时间可得性对 心理所有权和员工创造力之间的正相关关系有正向调节作用；（5） 研究进一步验证了有调节的中介效应，即时间可得性强化了心理所有 权在领导关怀和员工创造力之间的中介作用，以及强化了在领导定规 和员工创造力之间的中介作用。本文研究既丰富员工创造力理论，也 为企业管理提供思路。 关键词，领导关怀，领导定规，心理所有权，时间可得性，创造力 论文类型，应用基础研究III Linking Leadership Style Perception and Employee Creativity: A Moderated Mediating Effect Model ABSTRACT In today's complex environment full of uncertainty, companies face increasingly fierce competition. To achieve sustainable competitiveness in the competitive environment, it is necessary for them to constantly innovate. Creativity is the root of innovation. By enhancing employee creativity and effectively promoting innovation and development, the creativity of employees within the company is particularly important.How to improve the creativity of employees, make full use of the wisdom of all employees to enhance the innovation and transformation capabilities of enterprises, and promote long-term sustainable innovation and development of enterprises is becoming a hot topic of academic research. As an important shaper of the organizational environment in which employees generate creativity, leaders' leadership style is regarded as the essence of completing creative work. Both domestic and foreign research have shown that leadership style has an important impact on employee creativity. Based on the above background, this paper takes enterprise employees as the research object to explore the relationship between leadership style perception and employee creativity, that is, how leadership style perception influences employee creativity. This study draws on the theory of predecessors to drive leadership style perception into the perception of leader’s consideration and the perception of leader’s initiating structure. The paper draws on previous research theories, divides leadership style perception into eader’s consideration and leader’s initiating structure under leadership style, proposes psychological ownership as a mediator in Chinese context, and time availability as a regulatory variable, trying to clarify leadership care and leadership rules under leadership style. The impact mechanism of employee creativity was analyzed by SPSS20.0 and Amos22.0 statistical software. The results show that :(1) the employees’perception of leader’s high consideration and high initiating structure positively affect psychological ownership; (2)IV psychological ownership of employees positively affects their creativity; (3) psychological ownership of employees plays a complete intermediary role between leader’s consideration and employee creativity, and plays a part of intermediary role between leader’s initiating structure and employee creativity; (4) time availability has a positive moderating effect on the positive correlation between psychological ownership and employee creativity; (5) the study further verifies the moderated mediating effect, that is, time availability strengthens the mediating effect of psychological ownership on leader’s consideration and employee creativity, and strengthens the mediating effect between leader’s initiating structure and employee creativity. This study not only enriches the theory of employee creativity, but also provides ideas for business management. KEY WORDS: Leader’s Consideration; Leader’s Initiating Structure; Psychological Ownership; Time Availability; Creativity TYPE OF DISSERTATION / THESIS: Application Fundamentals浙江工业大学硕士学位论文 领导风格感知与员工创造力关系研究，一个有调节的中介效应模型 V 目 录 1 绪论 ..................................................1 1.1 研究背景及意义...............................................1 1.1.1 研究背景 ...............................................1 1.1.2 研究意义 ...............................................2 1.2 研究方法.....................................................2 1.2.1 文献分析法 .............................................3 1.2.2 问卷调查法 .............................................3 1.2.3 统计分析法 .............................................3 1.3 技术路线.....................................................4 1.4 内容安排.....................................................5 1.4.1 结构安排 ...............................................5 1.4.2 内容简介 ...............................................5 1.5 研究创新点 ..................................................6 2 文献综述及相关理论 .....................................7 2.1 领导风格相关理论.............................................7 2.1.1 领导风格的内涵界定 .....................................7 2.1.2 领导风格的相关理论.....................................8 2.1.3 领导风格的相关研究.....................................9 2.2 心理所有权相关理论..........................................12 2.2.1 心理所有权的内涵界定 ..................................12 2.2.2 心理所有权的维度划分及测量............................13 2.2.3 心理所有权的相关研究..................................13 2.3 创造力相关理论 .............................................15 2.3.1 创造力的内涵界定 ......................................15 2.3.2 创造力的维度划分及测量................................15 2.3.3 创造力的相关研究......................................16 2.4 时间可得性相关理论..........................................17 2.4.1 时间可得性的内涵界定 ..................................17 2.4.2 时间可得性的相关研究..................................18 2.5 研究综合评述................................................18 3 模型构建与理论假设 ....................................20 3.1 概念模型的提出..............................................20 3.2 领导风格与心理所有权........................................20浙江工业大学硕士学位论文 领导风格感知与员工创造力关系研究，一个有调节的中介效应模型 VI 3.3 心理所有权的中介作用........................................21 3.4 时间可得性的调节作用 .......................................22 3.5 有调节的中介作用 ...........................................23 4 问卷设计与小样本调研 ..................................24 4.1 问卷的设计..................................................24 4.2 变量的测量..................................................24 4.2.1 因变量测量 ............................................24 4.2.2 自变量测量 ............................................25 4.2.3 中介变量测量 ..........................................26 4.2.4 调节变量测量 ..........................................26 4.2.5 控制变量测量 ..........................................27 4.3 小样本预测试................................................28 4.3.1 基本信息描述性统计 ....................................28 4.3.2 各变量的描述性统计 ....................................29 4.3.3 小样本信度检验 ........................................30 4.3.4 小样本探索性因子分析 ...................