|
|
|
| How can responsible leadership enhance employee innovative behavior：The role of job insecurity and willingness to take risks |
| LIU Zonghua1,2, GUO Yulang3, MAO Tianping4 |
1 School of Economics and Management, China Three Gorges University, Yichang 443002;
2 Research Center for China Industry-University-Research Institute Collaboration, Wuhan University,Wuhan 430072;
3 School of Business Administration,Guangdong University of Finance & Economics,Guangzhou 510320;
4 Economics & Management Department, Sichuan College of Architectural Technology,Deyang 618000 |
|
|
|
|
Abstract Employee innovation behavior is the key to enterprise innovation. With a sample of 283 supervisor-subordinate dyads, this research empirically investigated the effect of responsible leadership on employee innovative behavior, as well as the mediating role of job insecurity and the moderating role of willing to take risks. Research results showed that responsible leadership was positively related to employee innovative behavior, job insecurity mediated the positive relationship between responsible leadership and employee innovative behavior, willing to take risks moderated the relationship between responsible leadership and employee innovative behavior.
|
|
|
|
|
|
[1] 步行, 张剑, 李精精, 张娜. (2021). 责任型领导对员工帮助行为的影响:一个跨层链式中介模型.财经论丛, (1), 85-93.
[2] 程垦,林英晖. (2020). 责任型领导与组织惩罚对亲组织非伦理行为的影响.管理科学, 33(6), 100-111.
[3] 董峰, 王霄, 彭坚. (2017). 责任型领导, 社会资本与企业创新强度: 一项基于大数据的研究.中国人力资源开发, (4), 84-91.
[4] 段锦云, 杨静, 朱月龙. (2020). 资源保存理论: 内容, 理论比较及研究展望.心理研究, 13(1), 49-57.
[5] 胡文安, 罗瑾琏. (2020). 双元领导如何激发新员工创新行为? 一项中国情境下基于认知——情感复合视角的模型构建.科学学与科学技术管理, 41(1), 99-113.
[6] 李永占. (2019). 真实型领导对员工创新行为的影响: 工作投入的中介效应.心理与行为研究, 17(6), 854-860.
[7] 刘淑桢, 叶龙, 郭名. (2019). 工作不安全感如何成为创新行为的助推力——基于压力认知评价理论的研究.经济管理, (11), 126-140.
[8] 倪清, 杜鹏程. (2017). 基于链式中介效应的谦卑型领导与经理人反馈寻求行为关系研究.管理学报, 14(6), 823-831.
[9] 彭坚, 杨红玲. (2018). 责任型领导: 概念变迁, 理论视角及本土启示.心理科学, 41(6), 1464-1469.
[10] 王宏蕾, 孙健敏. (2018). 授权型领导与员工创新行为: 结构正式化的调节作用.管理科学, 31(3), 29-39.
[11] 王甜, 陈春花, 宋一晓. (2019). 挑战性压力源对员工创新行为的 “双刃” 效应研究.南开管理评论, 22(5), 90-100.
[12] 文鹏, 夏玲. (2015). 责任型领导研究述评与展望.外国经济与管理, 37(11), 38-49.
[13] 单标安, 于海晶, 鲁喜凤. (2019). 感知的创业激情, 信任与员工创新行为关系研究.管理科学, 32(1), 80-90.
[14] 徐世勇, 朱金强. (2017). 道德领导与亲社会违规行为: 双中介模型.心理学报, 49(1), 106-115.
[15] 杨付, 张丽华. (2012). 团队沟通, 工作不安全氛围对创新行为的影响: 创造力自我效能感的调节作用.心理学报, 44(10), 1383-1401.
[16] 杨付, 刘军, 王婷, 文德萍, 于慧萍. (2019). 中国组织情境下员工职业发展过程中 “边界困境” 产生机理: 工作不安全感的视角.南开管理评论, 22(6), 176-187.
[17] 于维娜, 樊耘, 马贵梅, 门一. (2016). 知识型企业中地位与创新的关系研究:以风险承担, 创新支持为机理.科学学与科学技术管理, 37(1), 80-94.
[18] 张莉, 林与川, 张林. (2014). 工作不安全感对情绪耗竭的影响:社会支持的调节作用.科研管理, 35(3), 91-98.
[19] 张亚军, 张金隆, 张军伟. (2015). 工作不安全感对用户抵制信息系统实施的影响. 管理科学, 2, 80-92.
[20] 张勇, 龙立荣. (2013). 人—工作匹配, 工作不安全感对雇员创造力的影响——一个有中介的调节效应模型检验.南开管理评论, 16(5), 16-25.
[21] Al-Ghazali, B. M., & Afsar, B. (2021) Investigating the mechanism linking task conflict with employees' innovative work behavior. International Journal of Conflict Management, DOI:10.1108/IJCMA-07-2020-0119.(online)
[22] Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.Journal of Personality and Social Psychology, 51(6), 1173-1182.
[23] Castro-González S., Bande B., & Fernández-Ferrín P. (2019). Responsible leadership and salespeople's creativity: The mediating effects of CSR perceptions.Sustainability, 11, 2053.
[24] Charkhabi, M. (2018). Do cognitive appraisals moderate the link between qualitative job insecurity and psychological-behavioral well-being? International Journal of Workplace Health Management, 11(6), 424-441.
[25] Cheng, G. H. L., & Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta-analytic review.Applied Psychology, 57(2), 272-303.
[26] Cheng K., Wei F., & Lin Y. (2019). The trickle-down effect of responsible leadership on unethical pro-organizational behavior: The moderating role of leader-follower value congruence.Journal of Business Research, 102, 34-43.
[27] Dewett, T. (2006). Exploring the role of risk in employee creativity.Journal of Creative Behavior, 40(1), 27-45.
[28] Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity.Academy of Management Review, 9(3), 438-448.
[29] Guo M., Liu S., Chu F., et al. (2019). Supervisory and coworker support for safety: Buffers between job insecurity and safety performance of high-speed railway drivers in China.Safety Science, 117, 290-298.
[30] Han Z., Wang Q., & Yan X. (2019). How responsible leadership motivates employees to engage in organizational citizenship behavior for the environment: A double-mediation model.Sustainability, 11, 605.
[31] Haque A., Fernando M., & Caputi P. (2019). Responsible leadership, affective commitment and intention to quit: An individual level analysis.Leadership & Organization Development Journal, 40(1), 45-64.
[32] Heaney C. A., Israel B. A., & House J. S. (1994). Chronic job insecurity among automobile workers: Effects on job satisfaction and health.Social Science & Medicine, 38(10), 1431-1437.
[33] Hobfol,l S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory.Applied Psychology, 50(3), 337-421.
[34] Liao, Z., & Zhang, M. (2020). The influence of responsible leadership on environmental innovation and environmental performance: The moderating role of managerial discretion.Corporate Social Responsibility and Environmental Management, 27(5), 2016-2027.
[35] Lin C. P., Huang H. T., & Huang T. Y. (2020). The effects of responsible leadership and knowledge sharing on job performance among knowledge workers.Personnel Review, DOI: 10.1108/PR-12-2018-0527. (online)
[36] Lips-Wiersma M., Haar J., & Wright S. (2020). The effect of fairness, responsible leadership and worthy work on multiple dimensions of meaningful work.Journal of Business Ethics, 161(1), 35-52.
[37] Maak, T., & Pless, N. M. (2006). Responsible leadership in a stakeholder society-a relational perspective.Journal of Business Ethics, 66(1), 99-115.
[38] Maak T., Pless N. M., & Voegtlin C. (2016). Business statesman or shareholder advocate? CEO responsible leadership styles and the micro-foundations of political CSR.Journal of Management Studies, 53(3), 463-493.
[39] Montano D., Reeske A., Franke F., et al. (2017). Leadership, followers' mental health and job performance in organizations: A comprehensive meta-analysis from an occupational health perspective.Journal of Organizational Behavior, 38(3), 327-350.
[40] Muff K., Liechti A., & Dyllick T. (2020). How to apply responsible leadership theory in practice: A competency tool to collaborate on the sustainable development goals.Corporate Social Responsibility and Environmental Management, 27(5), 2254-2274.
[41] Nazir S., Shafi A., Asadullah M. A., et al. (2020). Linking paternalistic leadership to follower's innovative work behavior: The influence of leader-member exchange and employee voice.European Journal of Innovation Management, DOI:10.1108/EJIM-01-2020-0005.(online)
[42] Pless, N. M., Maak, T. (2005). Relational intelligence for leading responsibly in a connected world. in Weaver, K. M.(Ed.), Proceedings of the sixty-fifth annual meeting of the academy of management, Honolulu.
[43] Probst, T. M., & Brubaker, T. L. (2001). The effects of job insecurity on employee safety outcomes: Cross-sectional and longitudinal explorations.Journal of Occupational Health Psychology, 6(2), 139-159.
[44] Probst T., Chizh A., Hu S., et al. (2020). Explaining the relationship between job insecurity and creativity: A test of cognitive and affective mediators.Career Development International, 25(3), 247-270.
[45] Scott, S., Bruce, R. (1994). The influence of leadership, individual attributes, and climate on innovative behavior: A model of individual innovation in the workplace.Academy of Management Journal, 37(3), 580-607.
[46] Silvestri, A., & Veltri, S. (2020). Exploring the relationships between corporate social responsibility, leadership, and sustainable entrepreneurship theories: A conceptual framework.Corporate Social Responsibility and Environmental Management, 27(2), 585-594.
[47] Sverke, M., & Hellgren, J. (2002). The nature of job insecurity: Understanding employment uncertainty on the brink of a new millennium.Applied Psychology, 51(1), 23-42.
[48] Szczepańska-Woszczyna, K. (2015). Responsible leadership contribution to human resource management-a study of CSR-HR interface. Procedia Economics and Finance, 34, 403-409.
[49] Wang D., Kan W., Qin S., et al. (2021). How authentic leadership impacts on job insecurity: The multiple mediating role of psychological empowerment and psychological capital.Stress and Health, 37(1), 60-71.
[50] Wang D., Li X., Zhou M., Maguire P., et al. (2019). Effects of abusive supervision on employees' innovative behavior: The role of job insecurity and locus of control.Scandinavian Journal of Psychology, 60(2), 152-159.
[51] Voegtlin, C. (2011). Development of a scale measuring discursive responsible leadership.Journal of Business Ethics, 98(1), 57-73.
[52] Voegtlin C., Patzer M., & Scherer A. G. (2012). Responsible leadership in global business: A new approach to leadership and its multi-level outcomes.Journal of Business Ethics, 105(1), 1-16.
[53] Yang J., Chang M., Li J., Zhou L., et al. (2020). Exploring the moderated mediation relationship between leader narcissism and employees' innovative behavior.Chinese Management Studies, 15(1), 137-154.
[54] Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of Management Journal, 53(1), 107-128.
[55] Zhou, F., & Wu, Y. J. (2018). How humble leadership fosters employee innovation behavior: A two-way perspective on the leader-employee interaction.Leadership & Organization Development Journal, 39(3), 375-387. |
|
|
|
