基本心理需求满足在变革型领导与创新工作行为关系中的作用

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Gerhard Messmann, Arnoud Evers, Karel Kreijns
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引用次数: 21

摘要

这项贡献的目的是调查非营利组织中创新工作行为(IWB)的预测因素。例如,在学校,创新的解决方案至关重要,因为教育质量和学校的竞争力取决于它们跟上技术、经济和社会变革的能力。我们对荷兰中学的130名教师进行了一项采用时滞设计的定量研究,解决了这个问题。根据自我决定理论,本研究探讨了变革型领导对员工个人行为的促进作用,以及基本心理需求满足在这种关系中的中介作用。运用结构方程模型,我们发现变革型领导与教师自主需求和胜任需求的满意度呈正相关。此外,胜任力需求的满意度正向预测教师的IWB。此外,感知能力在变革型领导与教师IWB之间的关系中起着完全中介作用。因此,有领导责任的人应该采用变革型领导风格,通过提供个人关注、智力刺激和鼓励目标奋斗来激励员工。具体而言,领导者可以对员工的创新想法和实现创新解决方案的策略进行反馈,从而帮助员工对自己在创新发展中所能取得的成就和改进越来越有信心。对于人力资源开发(HRD)专业人员,我们的研究结果表明,领导力培训和发展的努力(例如培训、辅导和指导)应该结合变革型领导力的知识和实践经验,以及它在员工个人创新中的作用,以及他们对组织和专业发展的贡献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

The role of basic psychological needs satisfaction in the relationship between transformational leadership and innovative work behavior

The role of basic psychological needs satisfaction in the relationship between transformational leadership and innovative work behavior

The aim of this contribution was to investigate predictors of innovative work behavior (IWB) in nonprofit organizations. For instance, in schools, innovative solutions are crucial as the quality of education and therefore the schools' competitiveness depends on their ability to keep pace with technological, economic, and societal transformations. We addressed this issue in a quantitative study with 130 teachers in Dutch secondary schools employing a time-lag design. In accordance with self-determination theory, we investigated the role of transformational leadership for enhancing IWB and the role of basic psychological needs satisfaction in mediating this relationship. By employing structural equation modeling, we found that transformational leadership was positively related to the satisfaction of the teachers' needs for autonomy and competence. Furthermore, the satisfaction of the need for competence positively predicted teachers' IWB. In addition, perceived competence fully mediated the relationship between transformational leadership and teachers' IWB. Accordingly, persons with leadership responsibilities should adopt a transformational leadership style and motivate their employees by providing individual attention, intellectual stimulation, and encouragement for goal striving. Specifically, leaders may provide feedback on employees' innovative ideas and their strategies for realizing innovative solutions, thus helping them to become increasingly confident about what they can achieve and improve concerning their contributions to innovation development. For human resource development (HRD) professionals, our findings imply that efforts toward leadership training and development (e.g., training, coaching, and mentoring) should incorporate knowledge and practical experiences about transformational leadership as well as its role for employees' IWB and their contributions to organizational and professional development.

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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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