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知识经济时代变革型领导对员工创造力的影响研究---基于知识分享的中介作用

作者:优质期刊论文发表网  来源:www.yzqkw.com  发布时间:2019/9/16 9:21:29  

摘要:知识经济时代,创新发展已成为推动国民经济发展的主要动力。十九大会议已明确指出要将发展战略驱动目标指向大力实施创新上由此来促进我国成为创新型战略国家的步伐。知识创新早已是企业在市场中获得竞争优势的驱动力。企业的员工作为知识创新来源和应用的主体以及企业的管理要素,其创造力的激发与上司的领导风格密切相关。同时,员工素质和管理效益的差异性存在影响关系。在存在此等个体差异的状况下,上层管理领导风格的合理选择有益于有效激发员工的创造力、提高员工业务绩效、有效推进组织持续稳健发展,是知识经济时代下企业管理实践中亟待解决的重要现实问题。同时,知识作为创造力的核心来源,员工是否有意愿或能力进行知识分享以提升自身的创造能力,也成为了学者们及本文章研究的要点。在目前看来,国内外的学者研究文献中同时将变革型领导、知识分享和员工创造力这三者元素进行结合研究的善为数不多。因此,基于目前的研究现状,笔者尝试将知识分享作为三者关系研究的中介变量,试图探讨变革型领导与员工创造力有可能存在的内在关系,旨在为企业培育和管理创新创造型人才提供借鉴。

笔者通过阅读及收集文献综述的方式,缜密梳理了有关变革型领导、员工创造力、知识分享的相关理论研究,将这三个元素分别划分成不同维度。变革型领导划分为四个维度分别是:德行垂范、愿景激励、领导魅力和个性化关怀;知识分享划分为两个维度分别是知识共享意愿和知识共享能力;员工创造力划分为两个维度分别是创造性思维和创造性实践。在此基础上致力于研究变革型领导、知识分享和员工创造力之间的关系,由此提出四个研究假设。本文还采取实证研究,选取长三角地区某高新技术企业为研究对象,通过采集问卷的方式收集样本数据,利用SPSS20.0统计研究法对问卷数据进行信度校对分析、探索性因子分析、描述性统计和相关性分析,用AMOS21.0对采集的数据进行验证性因子分析,构建其相对应的结构方程模型,并对该模型和研究假设进行校验。

研究呈现的结果表示该研究提出的四个研究假设及构建的理论模型得到了验证:变革型领导对员工创造力的影响呈正向,对员工知识分享的正向影响较为显著;知识分享对员工创造力的影响呈正向态势,该角色在变革型领导与员工创造力之间起到了完全的中介作用。该结果揭示了在工作中绩效中变革型领导对员工的影响,对我国高新技术企业的管理实践也具有一定的启示作用,在此基础上提出对策建议,即领导者在管理工作中应注意领导风格和领导方式的选择,努力营造员工乐于知识分享的工作氛围,为员工提供合理的知识分享平台,与此同时,企业员工理应充分利用企业为其提供的良好环境和机遇,重视自身创新创造力的提升,积极参加各种培训实践,通过多样化的学习体系来提高自身创新能力。

In the era of knowledge-based economy,innovative development has become the main driving force to promote thedevelopment of national economy. The Nineteenth Congress has clearly pointedout that we should take vigorous implementation of innovation as the drivingforce of development strategy, and accelerate the pace of China's becoming aninnovative strategic country. Knowledge innovation has long been the drivingforce for enterprises to gain competitive advantage in the market. As the mainsource and application of knowledge innovation and the management elements ofenterprises, the motivation of employees'creativity is closely related to theleadership style of their superiors. At the same time, the difference of staffquality will affect the difference of management efficiency. In the case ofsuch individual differences, the reasonable choice of leadership style of topmanagement is beneficial to effectively stimulate employees'creativity, improveemployees' business performance, and effectively promote the sustainable andsteady development of the organization. It is an important practical problem tobe solved urgently in enterprise management practice in the era of knowledgeeconomy. At the same time, knowledge as the core source of creativity, whetheremployees have the willingness or ability to share knowledge to enhance theircreativity, has become the focus of scholars and this article. At present, fewscholars at home and abroad combine transformational leadership, knowledgesharing and employee creativity. Therefore, based on the current researchsituation, the author tries to take knowledge sharing as the intermediaryvariable of the relationship between the three, and tries to explore the possibleinternal relationship between transformational leadership and employeecreativity, in order to provide reference for enterprises to cultivate andmanage innovative and creative talents.

Through reading and collecting literaturereview, the author carefully combs the relevant theoretical research ontransformational leadership, employee creativity and knowledge sharing, anddivides these three elements into different dimensions. Transformationalleadership can be divided into four dimensions: virtue, vision, charisma andpersonalized care; knowledge sharing can be divided into two dimensions:knowledge sharing willingness and knowledge sharing ability; employeecreativity can be divided into two dimensions: creative thinking and creativepractice. On this basis, the relationship among transformational leadership,knowledge sharing and employee creativity is studied, and four hypotheses areput forward. This paper also adopts empirical research, selects a high-techenterprise in the Yangtze River Delta as the research object, collects datathrough questionnaire survey, uses SPSS20.0 statistical research to check thereliability of the questionnaire data, exploratory factor analysis, descriptivestatistics and correlation analysis, and uses AMOS21.0 structural equationmodeling tool to verify factor analysis of the collected data. Thecorresponding structural equation model and the research hypothesis areverified.

The results show that the four hypothesesand theoretical models proposed in this study have been validated:transformational leadership has a positive impact on employee creativity, and asignificant positive impact on employee knowledge sharing; knowledge sharinghas a positive impact on employee creativity, and this role plays a full intermediaryrole between transformational leadership and employee creativity. This resultreveals the influence of transformational leadership on employees in workperformance and has some enlightenment to the management practice of high-techenterprises in China. On this basis, it puts forward countermeasures andsuggestions that leaders should pay attention to the choice of leadership styleand leadership style in management.

关键词:变革型领导;知识分享;员工创造力;结构方程模型

transformational leadership; knowledgesharing; employee creativity; structural equation mode

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