Zhang Min, Chen Zhihong, Zhao Lijing, Li Xiang, Zhang Zhi, Zhang Xufan
Economics and Management School, Nantong University, Nantong, China.
Institute for International Students, Nanjing University, Nanjing, China.
Front Psychol. 2022 Aug 8;13:904174. doi: 10.3389/fpsyg.2022.904174. eCollection 2022.
How to effectively stimulate employees' creative behavior is a hot topic in the field of organizational behavior. Based on conservation of resources theory and substitutes for leadership theory, this paper discusses the impact of high-commitment work systems on employees' creative behavior and the roles of employees' wellbeing and CEO inclusive leadership. By constructing a cross-level structural equation model and analyzing the paired data of 86 CEOs, 86 HR managers and 489 employees, the results show that: (1) high-commitment work systems have positive impact on employees' creative behavior; (2) employee's wellbeing mediates the process of high-commitment work systems driving employees' creative behavior; and (3) CEO inclusive leadership negatively moderates the relationship between high-commitment work systems and employees' wellbeing, and further negatively moderates the indirect effect of high-commitment work systems on employees' creative behavior through employees' wellbeing, that is, the lower the level of CEO inclusive leadership is, the stronger the impact of high-commitment work systems on employees' creative behavior through employees' wellbeing will be.
如何有效激发员工的创新行为是组织行为领域的一个热门话题。基于资源保存理论和领导替代理论，本文探讨了高承诺工作系统对员工创新行为的影响以及员工幸福感和首席执行官包容性领导的作用。通过构建跨层次结构方程模型并分析86位首席执行官、86位人力资源经理和489位员工的配对数据，结果表明：（1）高承诺工作系统对员工创新行为有积极影响；（2）员工幸福感在高承诺工作系统驱动员工创新行为的过程中起中介作用；（3）首席执行官包容性领导对高承诺工作系统与员工幸福感之间的关系起负向调节作用，并进一步负向调节高承诺工作系统通过员工幸福感对员工创新行为的间接影响，即首席执行官包容性领导水平越低，高承诺工作系统通过员工幸福感对员工创新行为的影响就越强。
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