Wang Xiaokang, Park Heetae, Kim Hee Jin
Shandong College of Economics and Business, Weifang, China.
College of Business Administration, Dong-A University, Busan, Republic of Korea.
Front Psychol. 2025 Jul 30;16:1615515. doi: 10.3389/fpsyg.2025.1615515. eCollection 2025.
In the new phase of economic transformation and social development, innovation has emerged as a critical issue. Corporate innovation largely depends on the innovative behavior of its members, making it crucial to understand the impact of transformational leadership on employees' innovative behavior. We conducted a study from the perspective of relational identity theory. Questionnaire data were collected from April to June 2024 through a professional survey company in China that recruited 640 members and leaders of 160 teams. The analysis results are as follows: First, individual-focused transformational leadership was found to have a positive effect on individual innovative behavior. Second, leader identification played a significant mediating role in the relationship between individual-focused transformational leadership and individual innovative behavior. Third, team-focused transformational leadership exhibited a significant negative cross-level moderating effect on the relationship between individual-focused transformational leadership and leader identification. Lastly, team innovative climate showed a significant positive cross-level moderating effect on the relationship between leader identification and individual innovative behavior.
在经济转型和社会发展的新阶段,创新已成为一个关键问题。企业创新很大程度上取决于其成员的创新行为,因此了解变革型领导对员工创新行为的影响至关重要。我们从关系认同理论的角度进行了一项研究。问卷数据于2024年4月至6月通过中国一家专业调查公司收集,该公司招募了160个团队的640名成员和领导。分析结果如下:第一,发现以个体为中心的变革型领导对个体创新行为有积极影响。第二,领导认同在以个体为中心的变革型领导与个体创新行为之间的关系中起显著的中介作用。第三,以团队为中心的变革型领导对以个体为中心的变革型领导与领导认同之间的关系表现出显著的负向跨层次调节作用。最后,团队创新氛围对领导认同与个体创新行为之间存在显著的正向跨层次调节作用。