量子型领导对员工创新绩效的影响机制研究
摘要
时代发展下，企业面临着动荡的环境和更多的不确定性，管理者认识到提升员工创
新绩效就是企业提升核心竞争力的一条有效途径，因此企业管理者们将提升员工创新绩
效作为一项重点工作。与此同时，学术界一直认为领导会是预测员工创新绩效的重要因
素，也验证了诸多领导类型与员工创新绩效之间的关系，不同领导风格的作用程度和作
用机制有所差异。传统牛顿思维下的领导管理在组织实践中日益暴露缺陷，阻碍了企业
的经营发展。而量子学说的科学发展催生了一种新颖的领导方式，量子型领导被认为在
不确定性情境下的企业管理中具备独特的优势，日益成为学术界的热点。
作为一种正面积极的领导类型，量子型领导具有“赋能”、“求新”、“交互”等
特征，结果变量的实证研究多集中在员工心理层面，而未对员工行为层面的变量展开细
致研究。针对本文提出的结果变量员工创新绩效，现有文献中量子型领导与员工创新绩
效的研究仅进行了关系假设和简单的相关性分析，二者间的作用机理研究相对匮乏，因
而量子型领导如何对创新绩效产生积极影响需要进一步论证。经过文献梳理与述评后，
本文以社会信息加工理论和资源保存理论为理论基础，将量子型领导、员工创新绩效分
别作为理论模型的自变量和因变量，纳入工作自主性充当中介变量、组织创新氛围充当
调节变量，并构建了有调节的中介的理论模型，提出主效应、中介效应和调节效应三方
面假设。
本研究选取各相关变量的成熟量表设计问卷，通过电子问卷形式共收集到了 377份
有效问卷，并借助软件 SPSS26.0及其插件进行数据统计分析。检验结果表明：（1）量
子型领导能正向预测员工创新绩效；（2）工作自主性在量子型领导与员工创新绩效之
间发挥着显著的部分中介作用；（3）组织创新氛围的调节作用显著，正向调节工作自
主性对员工创新绩效的促进作用，并调节了工作自主性在量子型领导与创新绩效的中介
作用。
以上所得的研究假设结论为改善组织领导和提高员工创新绩效提供理论支撑，为管
理活动提供了一定的借鉴：（1）强化量子思维，激发量子型领导的效能。结合企业特
征发挥量子管理的作用，重视自身与下属的心灵成长，助力员工自我实现；（ 2）重视
工作自主性。管理者在给予工作自主性时掌握适度原则，弱化对员工工作方法、安排、
标准等方面的控制，提高员工工作体验；（3）营造组织创新氛围。领导者可以从物质、
文化和制度等层面培养创新的氛围，提升员工创新能力，采取方式让员工形成对组织创
新的正确感知。
本研究从理论和实证层面论证了量子型领导对员工创新绩效的影响机制，具备一定
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摘要
的学术意义和实践意义。学术价值上，本文整合组织中重要的工作特征和情境因素，进
一步探索了量子型领导与员工创新绩效的运作机理，扩大了量子型领导的影响力研究，
补充了量子型领导的作用方式。实践意义上，本研究给组织管理者提供一种新型的领导
风格选择，帮助组织更深入了解员工创新绩效产生的原因，从而帮助组织采取有效的措
施提升员工创新绩效。
关键词：量子型领导；员工创新绩效；工作自主性；组织创新氛围
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量子型领导对员工创新绩效的影响机制研究
Abstract
As companies face a turbulent environment and more uncertainty under the development
of the times, managers recognize that enhancing employee innovation performance is an
effective way for companies to improve their core competencies, so they make it a priority to
improve employee innovation performance. At the same time, academics have long believed
that leadership can be an important predictor of employee innovation performance, and have
also validated the relationship between many leadership types and employee innovation
performance, with differences in the degree and mechanism of action of different leadership
styles. Leadership management under traditional Newtonian thinking is increasingly revealing
flaws in organizational practice and hindering the business development of enterprises. The
scientific development of quantum doctrine has given rise to a novel leadership style, and
quantum leadership is increasingly becoming a hot topic in academia as it is considered to
have unique advantages in business management in uncertainty situations.
As a positive leadership type, quantum leadership is characterized by "empowerment",
"novelty" and "interaction". The empirical studies on the outcome variables are mostly
focused on the psychological level of employees, but not on the behavioral level of employees.
For the outcome variable of employee innovation performance proposed in this thesis, the
existing literature on quantum leadership and employee innovation performance only contains
hypotheses and simple correlation analysis, and there is a lack of research on the mechanism
of the effect between them. After literature review, this thesis uses social information
processing theory and resource conservation theory as the theoretical basis, divides quantum
leadership and employee innovation performance into independent and dependent variables as
the theoretical model, incorporates job autonomy as a mediating variable and organizational
innovation climate as amoderating variable, and constructs a theoreticalmodel with
moderating mediators and proposes three hypotheses of main effect, mediating effect and
moderating effect.
In this study, the mature scale of each relevant variable was selected to design the
questionnaire, and a total of 377 valid questionnaires were collected in the form of electronic
questionnaires, and the data were statistically analyzed with the help of software SPSS26.0
and its plug-in. The test results showed that: (1) Quantum leadership positively predicted
employee innovation performance; (2) Job autonomy played a significant partially mediating
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