Zhao Li, Liu Pingqing, Zhang Fan, Xu Shuang, Liu Yuanyuan
School of Management and Economics, Beijing Institute of Technology, Beijing, China.
School of Geographical Science and Tourism, Nanyang Normal University, Nanyang, China.
Front Psychol. 2022 Oct 6;13:978042. doi: 10.3389/fpsyg.2022.978042. eCollection 2022.
Many enterprises use innovation to deal with the rapidly changing business environment and gain market competitiveness. How to internally motivate employees, especially the new generation of employees (e.g., employees born after 1980), to take initiative to innovate is receiving great interest from both academic and practical perspectives. Based on the broaden-and-build theory, this study presents a moderated mediation model of the impact of perceived respect on innovative behavior. SPSS and Mplus were used to analyze the data from 506 leader-employee pairs. The results show that perceived respect had a significant positive influence on innovative behavior through the effect of thriving at work, and the moderating effect of spiritual leadership was significant. When the effect of spiritual leadership was strong, the effect of perceived respect on innovative behavior through the effect of thriving at work was enhanced. This study reveals the dynamic mechanisms of improving employees' innovative behavior, providing theoretical and practical ideas for promoting enterprises' sustainable and innovative development.
许多企业利用创新来应对迅速变化的商业环境并获得市场竞争力。如何从内部激励员工，尤其是新一代员工（如1980年后出生的员工）主动创新，正受到学术界和实践界的极大关注。基于拓展与建构理论，本研究提出了一个关于感知尊重对创新行为影响的有调节的中介模型。使用SPSS和Mplus对来自506对领导-员工的数据进行了分析。结果表明，感知尊重通过工作繁荣感对创新行为有显著的正向影响，且精神领导力的调节作用显著。当精神领导力的作用较强时，感知尊重通过工作繁荣感对创新行为的影响会增强。本研究揭示了改善员工创新行为的动态机制，为促进企业可持续创新发展提供了理论和实践思路。
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