Yuyi Mengting, Li Ying, Zhu Xin, Shahid Khan Muhammad
College of Foreign Languages, Fujian Normal University, Fuzhou, China.
School of Foreign Studies, Guangxi University of Science and Technology, Liu Zhou, China.
Front Psychol. 2025 May 21;16:1435683. doi: 10.3389/fpsyg.2025.1435683. eCollection 2025.
This study uses the Ability-Motivation-Opportunity framework to explore the influence mechanism of platform leadership on employees' innovation behavior. This study examines organizational learning, knowledge sharing, coworker support, and psychological empowerment as mediating variables, employee innovation behavior as the dependent variable. This study constructs a multi-mediated model to analyze the impact of platform leadership on employee innovative behavior, which includes 13 hypotheses. The study primarily focuses on data collected from China's Shanxi and Guangxi regions, encompassing manufacturing, software and information services, internet companies, and enterprises establishing digital platforms, with individual employees as the subjects of investigation. This research employed a mixed-method approach, following a standardized research process in a sequential explained process. Research one involved the analysis of questionnaires from 518 employees, which applies to a structural equation model. The model's multiple mediation effects are confirmed using the bootstrap method. Research two comprised semi-structured interviews with 24 enterprise employees. Text data mining is conducted using Python and the open-source Chinese tool "Weiciyun" to explore the underlying mechanisms between platform leadership and innovation behavior. This study underscores the practical contributions of platform leadership to organizational development by demonstrating its positive impact on organizational learning, knowledge sharing, coworker support, and psychological empowerment, all of which significantly enhance employee innovation behavior. Organizational learning emerges as the most critical mediator. The findings provide actionable insights for leadership policies, emphasizing the importance of cultivating a learning-oriented culture, fostering knowledge sharing, and empowering employees psychologically. By implementing these strategies, leaders can effectively drive innovation and improve organizational performance, offering a clear pathway for leadership practices to enhance adaptability and innovation within organizations.
本研究运用能力-动机-机会框架来探究平台领导力对员工创新行为的影响机制。本研究将组织学习、知识共享、同事支持和心理授权作为中介变量进行考察，将员工创新行为作为因变量。本研究构建了一个多重中介模型来分析平台领导力对员工创新行为的影响，该模型包含13个假设。本研究主要聚焦于从中国山西和广西地区收集的数据，涵盖制造业、软件和信息服务业、互联网公司以及建立数字平台的企业，以个体员工作为调查对象。本研究采用混合研究方法，遵循顺序解释过程中的标准化研究流程。研究一涉及对518名员工的问卷进行分析，该问卷适用于结构方程模型。使用Bootstrap方法验证模型的多重中介效应。研究二包括对24名企业员工进行半结构化访谈。使用Python和开源中文工具“词云”进行文本数据挖掘，以探究平台领导力与创新行为之间的潜在机制。本研究通过证明平台领导力对组织学习、知识共享、同事支持和心理授权的积极影响，强调了其对组织发展的实际贡献，所有这些都显著增强了员工的创新行为。组织学习成为最关键的中介变量。研究结果为领导政策提供了可操作的见解，强调了培养学习型文化、促进知识共享和给予员工心理授权的重要性。通过实施这些策略，领导者可以有效地推动创新并提高组织绩效，为领导实践提供了一条清晰的途径，以增强组织内部的适应性和创新能力。
