Zhang Shiwei, Hang Chuqi, Shao Xiaojing, Zhang Li
School of Management, Harbin Institute of Technology, 13 Fayuan Street, Nangang District, Harbin 150001, China; Agricultural Development Bank of China, Shangzhi Avenue, Daoli Disctrict, Harbin 150000, China.
School of Management, Harbin Institute of Technology, 13 Fayuan Street, Nangang District, Harbin 150001, China.
Acta Psychol (Amst). 2025 Jun;256:105055. doi: 10.1016/j.actpsy.2025.105055. Epub 2025 May 8.
The importance of innovation has lit scholars' passion to figure out how to encourage innovative behavior, while its outcomes have been largely overlooked. Meanwhile, prior studies have focused on employees as the innovator and ignored that leaders are even more responsible to innovate. To understand employees' emotional and behavioral reactions to leader innovative behavior, this study drew on the affective events theory and regulatory focus theory and constructed a dual pathway model to illustrate the double-edge sword effects of leader innovation. We collected data from 219 full-time employees through three rounds of surveys and conducted statistical analysis and hypothesis testing using Mplus 8.3. The results revealed a significant positive effect of leader innovative behavior on employee work engagement through harmonious passion, which is moderated by employee promotion focus, such that the positive effect is stronger when promotion focus is higher. The results also indicated that leader innovative behavior is positively related to employee work withdrawal via job anxiety and prevention focus moderate the relationship, such that the positive effect is stronger when prevention focus is higher. This study reveals the double-edge sword effect of leader innovation on employee work behaviors from an affective event perspective, which provides theoretical and practical guidance for leaders and organizations in promoting the positive effect while reducing the negative effect of leader innovative behavior.
创新的重要性激发了学者们探索如何鼓励创新行为的热情，但其成果却在很大程度上被忽视了。与此同时，以往的研究主要关注员工作为创新者的角色，而忽略了领导者在创新方面负有更大的责任。为了理解员工对领导创新行为的情绪和行为反应，本研究借鉴了情感事件理论和调节焦点理论，构建了一个双重路径模型来阐释领导创新的双刃剑效应。我们通过三轮调查收集了219名全职员工的数据，并使用Mplus 8.3进行了统计分析和假设检验。结果显示，领导创新行为通过和谐激情对员工工作投入产生显著的正向影响，员工的晋升焦点起到调节作用，即晋升焦点越高，正向影响越强。结果还表明，领导创新行为通过工作焦虑与员工工作退缩呈正相关，预防焦点调节了这种关系，即预防焦点越高，正向影响越强。本研究从情感事件的角度揭示了领导创新对员工工作行为的双刃剑效应，为领导者和组织在促进领导创新行为的积极影响同时减少其消极影响提供了理论和实践指导。
