家長式領導對員工創造力影響之研究

近年來，國內外環境的深刻變化帶來了諸多的機遇與挑戰，創新作為推動經濟社會發展的不竭動力，也是企業獲得持續性競爭優勢的重要途徑。在企業創新發展過程中，員工做為創新活動中的重要力量，如何調動員工創新積極性，激發員工創造力，已成為極需解決的重要現實問題。究竟什麼才是員工創造力的關鍵驅動因素，這是社會各界共同關注的重要議題。隨著本土化管理理論的廣泛運用，家長式領導模式的效能突顯，如何發揮這種多元管理模式對員工創造力的推動作用，仍是當前實務管理者與學術研究者面臨的重要挑戰。基於以上現實與理論背景，本文探討家長式領導對員工創造力的影響。圍繞以上研究問題，本文結合理論與實證研究方法，運用文獻研究法、問卷調查法與統計分析法主要開展以下研究：（1）梳理家長式領導、員工創造力及心理所有權相關文獻，分析現有研究現狀，奠定文章的理論基礎；（2）基於現有文獻與理論分析，提出假設並構建概念模型；（3）借鑒成熟量表，結合預調研分析結果，形成正式調查問卷，並針對新生代知識型員工開展調研；（4）運用SPSS 22.0軟件對調查數據進行信效度分析、相關分析、迴歸分析及中介效應檢驗，以驗證研究假設。實證結果發現：（1）家長式領導對員工創造力影響顯著，其中仁慈和德行領導對員工創造力具有顯著正向影響，威權領導與員工創造力呈負相關關係；（2）家長式領導對心理所有權也有顯著影響，其中仁慈和德行領導對心理所有權具有顯著正向影響，威權領導對心理所有權具有顯著負向影響；（3）心理所有權對員工創造力具有顯著正向影響，並且在家長式領導及其各維度對員工創造力的影響中均起部分中介作用。本文嘗試性地構建“家長式領導-心理所有權-員工創造力”的研究模型，進一步瞭解家長式領導對員工創造力的內在作用機制，為如何提升員工創造力、改善心理所有權提供了理論支撐，對企業管理者合理運用家長式領導提供了參考。

關鍵字

家長式領導；員工創造力；心理所有權；新生代知識型員工

並列摘要

Recently, profound changes in the domestic and international environment have brought many opportunities and challenges. Innovation, as an inexhaustible driving power for economic and social development, is also a major way for companies to obtain sustainable competitive dominant position. In the process of enterprise innovation and development, employees, as a central force in innovation activities, how to mobilize their enthusiasm for innovation and stimulate their creativity has become a considerable practical problem that needs to be resolved urgently. What is the key driving factor of employee creativity? This is an important issue that of common concern from all works of life. With the wide spread application of native management theories and the effectiveness of the paternalistic leadership model has been highlighted, how to play the role of this diversified management model in promoting the employee creativity is still a significant challenge faced by current managers and academic researchers. Based on the above practical and theoretical background, this paper proposes a research topic of paternalistic leadership on employee creativity. Focusing on research questions, this article combines theoretical and empirical research methods, using literature research methods, questionnaire survey methods, and statistical analysis methods to conduct the following research: (1)Combing literature on paternal leadership, employee creativity, and psychological ownership, and analyzing existing research the status quo, lay the theoretical foundation of the article; (2)Based on the existing literature and theoretical analysis, construct propose hypotheses and a conceptual model; (3)Use mature scales and combine the results of pre-investigation analysis to forma formal questionnaire, and target the new generation of knowledge workers conduct research; (4)Use SPSS22.0 software to conduct reliability and validity analysis, correlation analysis, regression analysis, and mediating effect test on the survey data to verify the research hypothesis. The empirical results found that: (1)Paternalistic leadership has a significant impact on employee creativity, among which benevolent and virtuous leadership have a obviously positive impact on employee creativity, and authoritarian leadership has a negative correlation; (2)Paternalistic leadership also has a self-evident impact on psychological ownership, among which benevolent and moral leadership has a significant positive, but authoritarian leadership has a significant negative; (3) Psychological ownership has a apparent positive impact on employee creativity, and partially mediates the relationship between paternalistic leadership and its various dimensions and employee creativity. This article attempts to construct a research model of "Parental Leadership-Psychological Ownership-Employee-Creativity", further clarifies the internal mechanism of paternalistic leadership on employee creativity, and provides theoretical support for how to enhance employee creativity and improve psychological ownership, offers a reference for enterprise managers to reason ably use paternalistic leadership.