本校學位論文庫
CITYU Theses & Dissertations
論文詳情
王桢钰
曠婷玥
商學院
工商管理碩士學位(MBA)課程(中文學制)
碩士
2022
自我領導對員工創造力的影響研究 : 以河北省H化妝品公司為例
The Influence Mechanism of Self-leadership on Employee Creativity : Take H Cosmetics Company in Hebei Province as an example
自我領導 ; 員工創造力 ; 工作重塑 ; 資質過剩感
self-leadership ; Employee creativity ; Job crafting ; Perceived overqualif+ication
公開日期：15/8/2026
在日趨激烈的國際競爭中，企業想要嶄露頭角，就必須要有全新的行銷戰略，先進的生産技術、科學的管理方法等，不能持續創新的 企業將越來越難以進步。市场的主體是創新，但創新的主體是企業員工，而一個企業可以進行轉型的確切體現就是員工的創造力。對於管理者和組織來說，提高員工的工作熱情，充分調動積極性，最大限度提高企業管理效率，因此，從員工個人的角度出發，研究如何通過激發員工的內在主動性來提高員工的創造力是特別重要和有意義的。於是自我領導這一自下而上的管理 方式便應運而生。
因此，在系統梳理回顧幷分析現有研究的基礎上，本研究的主 要內容主要分爲：管理學中員工創造力領域研究的發展脈絡以及內在聯繫，自我領導通過工作重塑是如何對員工創造力産生影響的。本研究通過問卷調查收集數據，總共有 348 份有效問卷，利用統計軟體 SPSS23.0 和 AMOS26.0 等對收集的數據進行實證研究法，經檢驗數據有良好的效度和信度，研究結果發現：自我領導對員工創造力和工作重塑、工作重塑對員工創造力都有正向相關性；工作重塑在自我領導與員工創造力的關係中起到仲介作用。基於現有的文獻和對中國情境的真實情況的考察，本研究進一步豐富了員工創造力的影響因素，並且研究了自我領導是如何作用於員工創造力的，也爲企業激發和引導員工的創造力提供了理論和實踐上的建議。同時，本研究也爲管理實踐提供了思路來提高自我領導對員工創造力的正向影響作用，比如激發幷提升員工進行工作重塑的積極性，給員工提供一定的自主權和工作資源，促進員工增加工作投入。
因此，在系統梳理回顧幷分析現有研究的基礎上，本研究的主 要內容主要分爲：管理學中員工創造力領域研究的發展脈絡以及內在聯繫，自我領導通過工作重塑是如何對員工創造力産生影響的。本研究通過問卷調查收集數據，總共有 348 份有效問卷，利用統計軟體 SPSS23.0 和 AMOS26.0 等對收集的數據進行實證研究法，經檢驗數據有良好的效度和信度，研究結果發現：自我領導對員工創造力和工作重塑、工作重塑對員工創造力都有正向相關性；工作重塑在自我領導與員工創造力的關係中起到仲介作用。基於現有的文獻和對中國情境的真實情況的考察，本研究進一步豐富了員工創造力的影響因素，並且研究了自我領導是如何作用於員工創造力的，也爲企業激發和引導員工的創造力提供了理論和實踐上的建議。同時，本研究也爲管理實踐提供了思路來提高自我領導對員工創造力的正向影響作用，比如激發幷提升員工進行工作重塑的積極性，給員工提供一定的自主權和工作資源，促進員工增加工作投入。
In the increasingly fierce international competition, if an enterprise wants to stand out, it must have a new marketing strategy, advanced production technology, scientific management methods, and so on. Without the ability of continuous innovation, the enterprise will be more and more difficult to move forward. The enterprise is the market subject of innovation, but the employee is the subject of innovation. Employee creativity is the physical manifestation of enterprise innovation. For managers and organizations, it is important to improve the enthusiasm of employees, fully mobilize their enthusiasm, and maximize the efficiency of enterprise management. As a result, enhancing employee creativity by stimulating their inner initiative from the perspective of individual employees is a particularly important topic in management practice that deserves in-depth investigation. Thus self-leadership, a bottom-up management approach, emerged.
Therefore, the main contents of this study are divided into the following categories based on a systematic review and analysis of existing studies: what is the research context and internal connection of employee creativity in management, and how does self-leadership influences employee creativity through job reshaping. In this study, 348 valid questionnaires were collected by using the method of questionnaire survey.SPSS23.0 and AMOS26.0 statistical software were used for empirical analysis of the sample data. The obtained data had good validity and reliability. Self-leadership positively affects job remodeling; Job remolding positively affects employees' creativity; Job remodeling serves as a go-between in the connection among self-leadership and creative performance.
From the management experiences as well as the integration of existing literature, this research on the interaction mechanism between self-guidance and employee creativity has been enriched and expanded by this study. It is a useful exploration and complement to the reasons that influence employee creativity, and also provides theoretical and practical suggestions for enterprises to stimulate and guide employee creativity. At the same time, this study also offers management practices to enhance the positive effect of self-leadership on employees' creativity: (1) Pay attention to improving employees' self-leadership; (2) To moderate decentralization, strengthen structural and social work resources input; (3) Stimulate and enhance employees' enthusiasm for job remodeling.
Therefore, the main contents of this study are divided into the following categories based on a systematic review and analysis of existing studies: what is the research context and internal connection of employee creativity in management, and how does self-leadership influences employee creativity through job reshaping. In this study, 348 valid questionnaires were collected by using the method of questionnaire survey.SPSS23.0 and AMOS26.0 statistical software were used for empirical analysis of the sample data. The obtained data had good validity and reliability. Self-leadership positively affects job remodeling; Job remolding positively affects employees' creativity; Job remodeling serves as a go-between in the connection among self-leadership and creative performance.
From the management experiences as well as the integration of existing literature, this research on the interaction mechanism between self-guidance and employee creativity has been enriched and expanded by this study. It is a useful exploration and complement to the reasons that influence employee creativity, and also provides theoretical and practical suggestions for enterprises to stimulate and guide employee creativity. At the same time, this study also offers management practices to enhance the positive effect of self-leadership on employees' creativity: (1) Pay attention to improving employees' self-leadership; (2) To moderate decentralization, strengthen structural and social work resources input; (3) Stimulate and enhance employees' enthusiasm for job remodeling.
2023
中文
97
致謝................................................................................................................................ I
摘要...............................................................................................................................II
ABSTRACT.................................................................................................................IV
圖目錄..........................................................................................................................IX
表目錄...........................................................................................................................X
第一章 绪论.............................................................................................................1
1.1 研究背景 ............................................................................................................1
1.2 研究意義 ............................................................................................................4
1.2.1 理論意義 ....................................................................................................4
1.2.2 實踐意義 ....................................................................................................4
1.3 研究對象與目的 ................................................................................................5
1.3.1 研究對象 ....................................................................................................5
1.3.2 研究目的 ....................................................................................................5
1.4 研究內容 ............................................................................................................6
1.5 研究流程 ............................................................................................................7
第二章 文献综述..........................................................................................................8
2.1 理論基礎 ............................................................................................................8
2.1.1 自我決定理論 ............................................................................................8
2.1.2 資源保存理論 ............................................................................................9
2.2 自我領導 ..........................................................................................................11
2.2.1 自我領導概念和維度 ..............................................................................11
2.2.2 自我領導的相關研究 ..............................................................................13
2.3 員工創造力 ......................................................................................................15
2.3.1 員工創造力的定義 ..................................................................................15
2.3.2 員工創造力的相關研究 ..........................................................................16
2.4 工作重塑 ..........................................................................................................18
2.4.1 工作重塑的定義 ......................................................................................18
2.4.2 工作重塑的相關研究 ..............................................................................19
2.5 資質過剩感 ......................................................................................................22
2.5.1 資質過剩感的定義 ..................................................................................22
2.5.2 資質過剩感的相關研究 ..........................................................................23
2.6 變量與變量之間的關係研究 ..........................................................................24
2.6.1 自我領導與員工創造力的關係研究 ......................................................24
2.6.2 自我領導與工作重塑的關係研究 ..........................................................26
2.6.3 工作重塑與與員工創造力的關係研究 ..................................................27
2.6.4 工作重塑在自我領導與員工創造力之間的關係研究 ..........................30
2.6.5 資源過剩感在自我領導與工作重塑之間的關係研究 ..........................31
第三章 研究方法与设计............................................................................................34
3.1 概念界定和模型構建 ......................................................................................34
3.2 研究方法 ..........................................................................................................35
3.3 問卷設計 ..........................................................................................................36
3.3.1 自我領導問卷設計 ..................................................................................37
3.3.2 工作重塑問卷設計 ..................................................................................37
3.3.3 員工創造力問卷設計 ..............................................................................38
3.3.4 資質過剩感問卷設計 ..............................................................................39
3.4 資料分析法 ......................................................................................................40
3.5 問卷前測 ..........................................................................................................42
3.5.1 前測分析 ..................................................................................................42
3.5.2 前測小結 ..................................................................................................45
第四章 數據分析與假設檢驗....................................................................................46
4.1 頻數分析 ..........................................................................................................46
4.2 描述性分析 ......................................................................................................47
4.3 信度分析 ..........................................................................................................48
4.4 效度分析 ..........................................................................................................48
4.5 同源誤差分析 ..................................................................................................54
4.6 方差分析 ..........................................................................................................55
4.6.1 不同性別的員工在變數上的差異分析 ..................................................55
4.6.2 不同年齡的員工在變數上的差異分析 ..................................................56
4.6.3 不同學歷的員工在變數上的差異分析 ..................................................57
4.6.4 不同職級的員工在變數上的差異分析 ..................................................58
4.7 相關性分析 ......................................................................................................59
4.8 回歸分析 ..........................................................................................................60
4.8.1 仲介效應檢驗 ..........................................................................................60
4.8.2 調節效應檢驗 ..........................................................................................62
4.9 小結 ..................................................................................................................65
第五章 結論與建議....................................................................................................67
5.1 研究結論 ..........................................................................................................67
5.1.1 自我領導對員工創造力的正向影響關係 ..............................................67
5.1.2 自我領導對工作重塑的正向影響關係 ..................................................68
5.1.3 工作重塑對員工創造力的正向影響關係 ..............................................68
5.1.4 工作重塑部分中介於自我領導和員工創造力之間的關係 ..................69
5.1.5 資質過剩感在自我領導與工作重塑之間起調節作用 ..........................69
5.2 對管理的啓示 ..................................................................................................70
5.3 研究局限 ..........................................................................................................73
5.4 研究展望 ..........................................................................................................74
參考文獻......................................................................................................................77
作者簡歷......................................................................................................................91
附錄..............................................................................................................................92
調查問卷......................................................................................................................92
摘要...............................................................................................................................II
ABSTRACT.................................................................................................................IV
圖目錄..........................................................................................................................IX
表目錄...........................................................................................................................X
第一章 绪论.............................................................................................................1
1.1 研究背景 ............................................................................................................1
1.2 研究意義 ............................................................................................................4
1.2.1 理論意義 ....................................................................................................4
1.2.2 實踐意義 ....................................................................................................4
1.3 研究對象與目的 ................................................................................................5
1.3.1 研究對象 ....................................................................................................5
1.3.2 研究目的 ....................................................................................................5
1.4 研究內容 ............................................................................................................6
1.5 研究流程 ............................................................................................................7
第二章 文献综述..........................................................................................................8
2.1 理論基礎 ............................................................................................................8
2.1.1 自我決定理論 ............................................................................................8
2.1.2 資源保存理論 ............................................................................................9
2.2 自我領導 ..........................................................................................................11
2.2.1 自我領導概念和維度 ..............................................................................11
2.2.2 自我領導的相關研究 ..............................................................................13
2.3 員工創造力 ......................................................................................................15
2.3.1 員工創造力的定義 ..................................................................................15
2.3.2 員工創造力的相關研究 ..........................................................................16
2.4 工作重塑 ..........................................................................................................18
2.4.1 工作重塑的定義 ......................................................................................18
2.4.2 工作重塑的相關研究 ..............................................................................19
2.5 資質過剩感 ......................................................................................................22
2.5.1 資質過剩感的定義 ..................................................................................22
2.5.2 資質過剩感的相關研究 ..........................................................................23
2.6 變量與變量之間的關係研究 ..........................................................................24
2.6.1 自我領導與員工創造力的關係研究 ......................................................24
2.6.2 自我領導與工作重塑的關係研究 ..........................................................26
2.6.3 工作重塑與與員工創造力的關係研究 ..................................................27
2.6.4 工作重塑在自我領導與員工創造力之間的關係研究 ..........................30
2.6.5 資源過剩感在自我領導與工作重塑之間的關係研究 ..........................31
第三章 研究方法与设计............................................................................................34
3.1 概念界定和模型構建 ......................................................................................34
3.2 研究方法 ..........................................................................................................35
3.3 問卷設計 ..........................................................................................................36
3.3.1 自我領導問卷設計 ..................................................................................37
3.3.2 工作重塑問卷設計 ..................................................................................37
3.3.3 員工創造力問卷設計 ..............................................................................38
3.3.4 資質過剩感問卷設計 ..............................................................................39
3.4 資料分析法 ......................................................................................................40
3.5 問卷前測 ..........................................................................................................42
3.5.1 前測分析 ..................................................................................................42
3.5.2 前測小結 ..................................................................................................45
第四章 數據分析與假設檢驗....................................................................................46
4.1 頻數分析 ..........................................................................................................46
4.2 描述性分析 ......................................................................................................47
4.3 信度分析 ..........................................................................................................48
4.4 效度分析 ..........................................................................................................48
4.5 同源誤差分析 ..................................................................................................54
4.6 方差分析 ..........................................................................................................55
4.6.1 不同性別的員工在變數上的差異分析 ..................................................55
4.6.2 不同年齡的員工在變數上的差異分析 ..................................................56
4.6.3 不同學歷的員工在變數上的差異分析 ..................................................57
4.6.4 不同職級的員工在變數上的差異分析 ..................................................58
4.7 相關性分析 ......................................................................................................59
4.8 回歸分析 ..........................................................................................................60
4.8.1 仲介效應檢驗 ..........................................................................................60
4.8.2 調節效應檢驗 ..........................................................................................62
4.9 小結 ..................................................................................................................65
第五章 結論與建議....................................................................................................67
5.1 研究結論 ..........................................................................................................67
5.1.1 自我領導對員工創造力的正向影響關係 ..............................................67
5.1.2 自我領導對工作重塑的正向影響關係 ..................................................68
5.1.3 工作重塑對員工創造力的正向影響關係 ..............................................68
5.1.4 工作重塑部分中介於自我領導和員工創造力之間的關係 ..................69
5.1.5 資質過剩感在自我領導與工作重塑之間起調節作用 ..........................69
5.2 對管理的啓示 ..................................................................................................70
5.3 研究局限 ..........................................................................................................73
5.4 研究展望 ..........................................................................................................74
參考文獻......................................................................................................................77
作者簡歷......................................................................................................................91
附錄..............................................................................................................................92
調查問卷......................................................................................................................92
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