摘要
摘要
高质量发展已经成为中国国家战略命题。现阶段处于成长期的中小科技创新
型企业需要高质量发展，则势必需要高质量人才。目前20-30岁之间的新生代员
工是企业高质量发展的主力军与主要动力来源，但是由于他们的成长经历、环境
以及个人价值观的差异，很多企业管理者都产生了对于这一年龄阶段的新生代员
工管理方式的疑惑，因此，如何从领导力方面有效提升20-30岁之间的新生代员
工的工作投入，是中小科技创新企业管理者们急需解决的问题。
过往研究表明，某些与工作相关的特征，如领导者支持、组织认可度以及领
导风格等，都对工作投入有着一定程度的影响。本文为解决这一管理实践问题，
以领导力模型为支撑，并以中小科技创新型企业H公司20-30岁之间新生代员工
为研究对象，探究具有中国传统特色的威权型领导风格，以及近几年普遍兴起的
包容型、谦逊型领导风格，这三种领导风格对新生代员工工作投入的影响机制，
从而提出具有针对性的合理化建议。这一探索对提高国内中小科技创新企业的管
理水平和探索管理学研究的本土化有着重要意义。
本文在梳理国内外文献的基础上，以H公司中20-30岁之间的新生代员工
为研究对象，根据网络回收的84份有效问卷（问卷有效率为84.85%），采用
Stata15.0统计软件实证分析并检验了三种领导风格（威权型、包容型、谦逊型）
与新生代员工工作投入的影响关系：(1)威权型领导风格与新生代员工工作投入
存在显著的负相关关系；(2)包容型领导风格与新生代员工工作投入存在显著的
正相关关系；(3)谦逊型领导风格与新生代员工工作投入存在显著的正相关关系。
根据以上分析结论，以费德勒权变理论模型中的“职位权力、工作任务、团
队成员关系”三因素为基础，针对H公司威权型、包容型、谦逊型领导风格分别
提出了改善、优化、提倡建议，并辅以提升社会责任感与加强产业链融合的管理
措施建议，为H公司从领导力开发角度来提高新生代员工的工作投入，提供了新
的管理思路，同时也为中小科技创新型企业领导管理风格提供了有益参考。
关键词：中小科技创新型企业；新生代员工；领导风格；工作投入
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ABSTRACT
ABSTRACT
High quality development has become China's national strategic proposition. At
this stage, small and medium-sized scientific and technological innovation enterprises
in the growth stage need high-quality development, so they are bound to need
high-quality talents. At present, the new generation of employees aged 20-30 are the
main force and main source of power for the high-quality development of enterprises.
However, due to the differences in their growth experience, environment and personal
values, many enterprise managers have doubts about the management mode of the
new generation of employees at this age. Therefore, how to effectively improve the
work investment of the new generation of employees aged 20-30 from the aspect of
leadership. It is an urgent problem for managers of small and medium-sized scientific
and technological innovation enterprises.
Previous studies have shown that some work-related characteristics, such as
leader support, organizational recognition and leadership style, have a certain impact
on work engagement. In order to solve this management practice problem, this paper
takes the leadership model as the support, and takes the new generation of employees
aged 20-30 of H company, a small and medium-sized scientific and technological
innovation enterprise, as the research object, to explore the authoritarian leadership
style with Chinese traditional characteristics, as well as the inclusive and humble
leadership styles that have sprung up in recent years, and the influence mechanism of
these three leadership styles on the work input of the new generation of employees, so
as to put forward targeted and reasonable suggestions. This research is of great
significance to improve the management of local small and medium-sized scientific
and technological innovation enterprises and explore the localization of management
research.
On the basis of combing the literature at home and abroad, this paper takes the
new generation of employees aged 20-30 in H company as the research object.
According to the 84 valid questionnaires collected online (the effective rate of the
questionnaire is 84.85%), stata15 0 statistical software empirically analyzes and tests
the influence relationship between three leadership styles (authoritarian, inclusive and
humble) and the work input of the new generation of employees: (1) there is a
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ABSTRACT
significant negative correlation between authoritarian leadership style and the work
input of the new generation of employees; (2) There is a significant positive
correlation between inclusive leadership style and job involvement of the new
generation of employees; (3) There is a significant positive correlation between
modest leadership style and work engagement of the new generation of employees.
According to the above analysis conclusions, based on the three factors of
"position power, work task and team member relationship" in Federer's contingency
theory model, this paper puts forward suggestions on improving, optimizing and
advocating the authoritarian, inclusive and humble leadership styles of H company,
supplemented by suggestions on management measures to enhance the sense of social
responsibility and strengthen the integration of industrial chain, so as to improve the
work investment of the new generation of employees of H company from the
perspective of leadership development, It not only provides new management ideas,
but also provides a useful reference for the leadership management style of small and
medium-sized scientific and technological innovation enterprises.
Keywords: Small and medium-sized scientific and technological innovation
enterprises; New generation employees; Leadership style; Work input
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