权力距离和不确定性回避对创新工作行为的影响:自我领导的中介作用

Jungsik Kim, F. Zhou
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引用次数: 3

摘要

本研究考察了员工文化价值取向与创新工作行为的关系,以及自我领导在关系中的中介作用。在韩国和中国的不同公司工作的482名员工回答了一份问卷,该问卷由旨在评估不确定性规避、权力距离和创新工作行为的措施组成。数据分析显示,权力距离与创新工作行为负相关,不确定性规避与创新工作行为正相关。自我领导的中介效应也被发现。本研究为自我领导在个体文化价值取向与创新工作行为的关联机制中所起的作用提供了实证证据,对现有研究文献有所贡献。本研究还讨论了韩国和中国受访者在权力距离、不确定性规避、创新工作行为和自我领导模式方面的异同,以及它们在不断变化的商业环境中的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Influences of power distance and uncertainty avoidance on innovative work behavior: Mediation effects of self-leadership
This study examines the relationships between employees’ cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships. Four hundred and eighty two employees working at various firms in Korea and China responded to a questionnaire consisting of measures designed to assess uncertainty avoidance, power distance, and innovative work behavior. Analyses of the data revealed that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively related to innovative work behavior. The mediation effects of self-leadership were also found. This study contributes to current research literature by providing empirical evidence for the role of self-leadership in the mechanism linking individuals’ cultural value orientations and innovative work behavior. The study also discusses similarities and differences in the patterns of power distance, uncertainty avoidance, innovative work behavior, and self-leadership across Korean and Chinese respondents and their implications in changing business environment.
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