組織價值驅動對創(chuàng)新績效的影響機理:多元包容的中介和變革性領導力的調節(jié)

摘要： 借助利益相關者理論,對中國情境下制造型企業(yè)員工開展問卷調查,引入多元包容和變革型領導力視角,運用結構方程模型探討組織價值驅動對企業(yè)創(chuàng)新績效的作用機理。研究發(fā)現:組織價值驅動對多元包容、企業(yè)創(chuàng)新績效分別呈正向影響;多元包容直接作用于企業(yè)創(chuàng)新績效,在組織價值驅動與創(chuàng)新績效的關系中起部分中介作用;變革型領導力分別對多元包容和企業(yè)創(chuàng)新績效產生積極影響,且在組織價值驅動、多元包容與創(chuàng)新績效之間起一定調節(jié)作用。研究結論以期為推動制造型企業(yè)的組織價值驅動理念轉換和變革型領導力提升、多元包容體系建設及創(chuàng)新績效改善提供一定的理論和實踐參考。
With the help of stakeholder theory, this paper carries out a questionnaire survey on the employees of manufacturing enterprises in the context of China, introduces the perspective of pluralistic inclusion and transformational leadership, and uses the structural equation model to explore the mechanism of organizational value driving on the innovation performance of enterprises. It is found that organizational value drive has a positive impact on pluralistic inclusion and enterprise innovation performance respectively; pluralistic inclusion has a direct effect on enterprise innovation performance and plays a part of intermediary role in the relationship between organizational value drive and innovation performance; transformational leadership has a positive impact on pluralistic inclusion and enterprise innovation performance respectively, and plays a certain role in regulating organizational value driven,pluralistic inclusion and innovation performance. The conclusion of the study is to provide some theoretical and practical reference for promoting the transformation of organizational value-driven concept and transformational leadership of manufacturing enterprises, the construction of pluralistic inclusion system and the improvement of innovation performance.