分类号：C93 密级：公开
学校代码：11065 学号：2019020351
学术硕士学位论文
（统招全日制）
建设性自恋型领导对员工主动变革行为的影响研究
——基于主动动机模型
作者姓名高晓彤
指导教师贺广明
学 科 企业管理
培养单位商学院
答辩日期2022 年 6 月 1 日 摘要
在科学技术的迅速发展和新冠肺炎疫情的猛烈冲击下，企业所处的社会环境越
来越复杂、难以掌控，高新技术的变革与发展给行业带来了前所未有的机遇与挑战。
在此背景下，如何调动员工的积极性，激发其主动性行为，从而快速引领变革与创
新则成为企业保持长久竞争优势的关键性因素。然而，目前企业中的领导方式多为
传统的“自上而下”的过度集权式，在这种领导方式的带领下，员工的情绪、思维
和意愿被严格限制，难以激发出主动性的变革行为。国内外学者呼吁，领导者应该
摒弃传统的领导模式，以远大卓识和怡情意识来激励与引领下属，为下属主动执行
变革行为创造前提条件。
建设性自恋型领导具备伟大的愿景、移情意识与创新能力，能够激发下属的自
信心和主动性动机，从而改变未来。在此基础上，本文从中国情境出发，根据主动
动机模型的三种动机路径选取角色宽度自我效能感（能力动机）、创新意愿（意愿
动机）和积极情绪（能量动机）三个变量构建建设性自恋型领导影响员工主动变革
行为的理论模型。实证结果表明：（1）建设性自恋型领导与员工主动变革行为正相
关；（2）建设性自恋型领导能够对员工的角色宽度自我效能感、创新意愿和积极情
绪产生积极影响；（3）员工的角色宽度自我效能感、创新意愿和积极情绪与主动变
革行为正相关；（4）员工的角色宽度自我效能感、创新意愿和积极情绪中介了建设
性自恋型领导对员工主动变革行为的正向影响效果。即建设性自恋型领导可以通过
提高员工的角色宽度自我效能感、创新意愿和积极情绪进而影响员工的主动变革行
为。
本文借鉴主动动机模型、调节定向理论和积极情绪的扩展构建理论来开展建设
性自恋型领导的相关研究，不仅丰富了相关变量的理论文献，而且有助于企业正视
自恋型领导的积极作用，为企业在激烈动荡的经济环境中激发员工主动变革行为、
实现可持续发展提供了理论参考和实践指南。在变革与创新成为时代主题的背景下，
企业需要正确引领和发挥建设性自恋型领导的积极作用，提高员工的角色宽度自我
效能感，激发员工的创新意愿，增强员工的情感体验，为员工实施变革行为创造良
好的组织氛围。
关键词：建设性自恋型领导；主动变革行为；角色宽度自我效能感；创
新意愿；积极情绪 Abstract
With the rapid development of science and technology and the fierce impact of the
COVID-19 epidemic, the social environment of enterprises is becoming more and more
complex and difficult to control. The reform and development of high-tech has brought
unprecedented opportunities and challenges to the industry. Under this background, how
to motivate employees; enthusiasm, stimulate their initiative behavior, and quickly lead
the change and innovation has become the key factor for enterprises to maintain
long-term competitive advantage. However, at present, most of the leadership styles in
enterprises are traditional "top-down" over-centralization. Under the leadership of this
kind of leadership style, employees; emotions, thoughts and wishes are strictly limited,
and it is difficult to stimulate active change behaviors. Scholars at home and abroad call
for leaders to abandon the traditional leadership mode, inspire and lead subordinates with
great insight and sense of delight, and create preconditions for subordinates to take the
initiative to implement change behaviors.
Constructive narcissistic leaders have great vision, empathy awareness and
innovative ability, and can change the future by stimulating subordinates; self-confidence
and initiative motivation. On this basis, starting from the Chinese situation, this paper
selects three variables of role breadth self-efficacy (ability motivation), innovation
willingness (willingness motivation) and positive emotion (energy motivation) according
to the three motivation paths of active motivation model to construct the influence of
constructive narcissistic leadership on employees; proactive change behavior, and deeply
explore the mechanism between them. The related research results show that: (1)
constructive narcissistic leadership has a positive impact on employees; proactive change
behavior; (2) Constructive narcissistic leadership can have a positive impact on role
breadth self-efficacy, innovation willingness and positive emotion; (3) Employee;s role
breadth self-efficacy, innovation willingness and positive emotion positively influence
employee;s proactive change behavior; (4) Employee;s role breadth self-efficacy,
innovation willingness and positive emotion play an intermediary role between
constructive narcissistic leadership and employee;s proactive change behavior.That is,
constructive narcissistic leadership can influence employees; proactive change behavior
by influencing their role breadth self-efficacy,innovation willingness and positive
emotion.
In this paper, the proactive motivation model, regulatory focus theory and the
broaden-and-build theory of positive emotion are used for reference to carry out therelated research on constructive narcissistic leadership, which is not only enriches the
theoretical research of related variables, but also helps enterprises to face up to the
positive role of narcissistic leadership, and provides theoretical reference and practical
guide for enterprises to motivate employees to actively change their behaviors and
achieve sustainable development in the fierce and turbulent economic environment.Under
the background that change and innovation have become the theme of the times,
enterprises need to correctly lead and play the positive role of constructive narcissistic
leadership, improve employees; role breadth self-efficacy,stimulate employees;
willingness to innovate, enhance employees; emotional experience,and create a good
organizational atmosphere for employees to implement change behaviors.
Key words: constructive narcissistic leadership;proactive change behavior;role
breadth self-efficacy;innovation willingness;positive emotion 目录
第一章 绪论............... 1
第一节 研究背景............. 1
第二节 研究目的和研究意义.............. 2
一、研究目的.................. 2
二、研究意义.................. 2
第三节 文献综述............. 4
一、建设性自恋型领导的影响效果研究......... 4
二、员工主动变革行为的影响因素研究......... 6
三、国内外文献评述............. 8
第四节 研究内容和研究方法.............. 9
一、研究内容.................. 9
二、研究方法................ 10
第五节 研究的创新点................. 11
第二章 概念界定及理论基础............. 12
第一节 概念界定.................. 12
一、建设性自恋型领导.............. 12
二、员工主动变革行为.............. 12
三、角色宽度自我效能感.......... 13
四、创新意愿................ 13
五、积极情绪................ 14
第二节 理论基础.................. 14
一、主动动机模型............... 15
二、调节定向理论............... 16
三、积极情绪的扩展构建理论......... 17
第三章 研究假设与研究模型............. 19
第一节 研究假设的提出............. 19
一、建设性自恋型领导与员工主动变革行为...... 19
二、员工角色宽度自我效能感的中介作用.......... 20
三、员工创新意愿的中介作用......... 21
四、员工积极情绪的中介作用......... 22
第二节 研究模型的建立............. 23
第四章 问卷设计与预调研................. 25