本校學位論文庫
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赵珊
張瑋
商學院
工商管理碩士學位(MBA)課程(中文學制)
碩士
2023
包容型領導對員工創新績效的影響機理研究 : 以中國傳媒行業為例
The Influence Mechanism of Inclusive Leadership on Employee Innovation Performance : A Case Study of Chinese Media Industry
包容型領導 ; 創新績效 ; 知識共用 ; 組織支持感知
Inclusive Leadership ; Innovation Performance ; Knowledge Sharing ; Organizational Support Perception
包容型領導是一種注重員工多樣性、差異性和個性的領導方式。其強調領導者應該尊重員工的觀點、背景和貢獻，鼓勵員工積極參與決策過程，並為員工提供平等的發展機會。傳媒行業以其多元化、創新性和快速變化的特點，對領導者的素質提出了更高要求。包容型領導作為一種以人為本、注重多樣性和差異性的領導方式，對於推動傳媒行業的持續發展和創新具有重要意義。本文將以傳媒行業的員工為研究對象，深入探究包容型領導風格如何影響傳媒類員工的創新績效，並揭示其內在機理。本研究將知識共用作為仲介變數，組織支持感知作為調節變數，進行問卷調查，收集數據進一步揭示其相關影響。之後基於社會認知理論及社會交換理論構建理論模型框架，利用 SPSS 和 AMOS 對收集到的數據進行信效度、仲介效應和調節效應等分析，得出其相應的研究結果：包容型領導對於傳媒類員工的創新績效有正向影響；知識共用對傳媒類員工的創新績效有正向影響；知識共用在包容型領導對傳媒類員工創新績效起仲介作用；組織支持感知在包容型領導與知識共用之間起正向調節影響。即傳媒類員工的組織支持感知程度越強，在包容型領導下，傳媒類員工會表現出更多知識共用行為。
最後，根據以上研究成果，為傳媒類行業提出相應的管理建議。
最後，根據以上研究成果，為傳媒類行業提出相應的管理建議。
Inclusive leadership is a style of leadership that focuses on diversity, difference, and individuality. It emphasizes that leaders should respect employees' perspectives, backgrounds, and contributions,encourage employees to actively participate in the decision-making process, and provide employees with equal opportunities for development. The media industry, with its diversity, innovation and rapid change, puts forward higher requirements for the quality of leaders. Inclusive leadership, as a kind of leadership that is people-oriented and pays attention to diversity and difference, is of great significance to promote the sustainable development and innovation of the media industry. This paper will take employees in the media industry as the research object, deeply explore how inclusive leadership style affects the innovation performance of media employees, and reveal its internal mechanism.This study takes knowledge sharing as a mediating variable and organizational support perception as a moderating variable, conducts a questionnaire survey, and collects data to further reveal its related impact. Then, a theoretical model framework was constructed based on social cognitive theory and social exchange theory. SPSS and AMOS were used to analyze the reliability and validity, mediating effect and moderating effect of the collected data, and corresponding research results were obtained:Inclusive leadership has a positive impact on the innovation performance of media employees；Knowledge sharing has a positive impact on the innovation performance of media employees；Knowledge sharing plays a mediating role between inclusive leadership and innovation performance of media employees；Perceived organizational support has a positive moderating effect between inclusive leadership and knowledge sharing. In other words, the more media employees perceive organizational support, the more knowledge-sharing behaviors they will exhibit under inclusive leadership. Finally, according to the above research results, the corresponding management suggestions for the media industry are put forward.
2024
中文
64
致謝 I
摘要 II
Abstract III
圖目錄 VII
表目錄 IX
第一章 緒論 1
1.1研究背景 1
1.2選題意義 2
1.2.1理論意義 2
1.2.2實際意義 3
1.3研究目標 3
1.4研究內容 4
1.5研究创新点 4
1.6研究流程图 5
第二章 理論基礎與研究綜述 7
2.1理論基礎 7
2.1.1社會認知理論概念 7
2.1.2社會交換理論概念 9
2.2包容型領導 10
2.2.1包容型領導概念 10
2.2.2包容型領導的測量 12
2.2.3包容型領導相關研究 13
2.3知識共用 14
2.3.1知識共用概念 14
2.3.2知識共用測量 15
2.3.3知識共用相關研究 15
2.4組織支援感知 17
2.4.1組織支持感知概念 17
2.4.2組織支持感知測量 18
2.4.3組織支持感知相關研究 18
2.5創新績效 19
2.5.1創新績效概念 19
2.5.2創新績效測量 20
2.5.3創新績效相關研究 21
2.6研究假設及模型 22
2.6.1 包容型領導與傳媒員工的創新績效 22
2.6.2 知識共用對傳媒類員工創新績效的影響 23
2.6.3 知識共用的仲介作用 24
2.6.4 組織支持感知的調節作用 25
第三章 研究設計 28
3.1研究目的 28
3.2 研究方法 28
3.3問卷設計 29
3.4問卷發放與回收 30
第四章 傳媒類員工實證模型分析 32
4.1樣本特徵分佈描述 32
4.2信度分析 33
4.3效度分析 34
4.3.1內容校度 34
4.3.2收斂效度 34
4.3.3區分效度檢驗 36
4.3.4拟合度检验 37
4.4路径分析 37
4.5仲介效應檢驗 39
4.6調節作用分析 40
4.6.1調節作用分析 40
4.6.2有調節的仲介效應檢驗 43
4.7本章小结 44
第五章 研究結論與展望 45
5.2管理啟示 46
5.3研究局限性 48
5.4未来展望 48
參考文獻 50
個人簡歷 61
附錄 62
摘要 II
Abstract III
圖目錄 VII
表目錄 IX
第一章 緒論 1
1.1研究背景 1
1.2選題意義 2
1.2.1理論意義 2
1.2.2實際意義 3
1.3研究目標 3
1.4研究內容 4
1.5研究创新点 4
1.6研究流程图 5
第二章 理論基礎與研究綜述 7
2.1理論基礎 7
2.1.1社會認知理論概念 7
2.1.2社會交換理論概念 9
2.2包容型領導 10
2.2.1包容型領導概念 10
2.2.2包容型領導的測量 12
2.2.3包容型領導相關研究 13
2.3知識共用 14
2.3.1知識共用概念 14
2.3.2知識共用測量 15
2.3.3知識共用相關研究 15
2.4組織支援感知 17
2.4.1組織支持感知概念 17
2.4.2組織支持感知測量 18
2.4.3組織支持感知相關研究 18
2.5創新績效 19
2.5.1創新績效概念 19
2.5.2創新績效測量 20
2.5.3創新績效相關研究 21
2.6研究假設及模型 22
2.6.1 包容型領導與傳媒員工的創新績效 22
2.6.2 知識共用對傳媒類員工創新績效的影響 23
2.6.3 知識共用的仲介作用 24
2.6.4 組織支持感知的調節作用 25
第三章 研究設計 28
3.1研究目的 28
3.2 研究方法 28
3.3問卷設計 29
3.4問卷發放與回收 30
第四章 傳媒類員工實證模型分析 32
4.1樣本特徵分佈描述 32
4.2信度分析 33
4.3效度分析 34
4.3.1內容校度 34
4.3.2收斂效度 34
4.3.3區分效度檢驗 36
4.3.4拟合度检验 37
4.4路径分析 37
4.5仲介效應檢驗 39
4.6調節作用分析 40
4.6.1調節作用分析 40
4.6.2有調節的仲介效應檢驗 43
4.7本章小结 44
第五章 研究結論與展望 45
5.2管理啟示 46
5.3研究局限性 48
5.4未来展望 48
參考文獻 50
個人簡歷 61
附錄 62
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