[1]丁 琳,耿紫珍.领导对下属的信任与员工创造力——心理授权的中介效应 [J].西安建筑科技大学学报(社会科学版),2016,35(04):31-36,77.[doi:10.15986/j.1008-7192.2016.04.006]
　DING Lin,GENG Zi-zhen.Leader’s Trust in Subordinate and Employee Creativity ——The mediating effect of psychological empowerment [J].Journal of Xi’an University of Architecture & Technology(Social Science Edition),2016,35(04):31-36,77.[doi:10.15986/j.1008-7192.2016.04.006]
点击复制

领导对下属的信任与员工创造力——心理授权的中介效应
()
分享到：

西安建筑科技大学学报（社会科学版）[ISSN:1008-7192/CN:61-1330/C]

卷:
35
期数:
2016年04期
页码:
31-36,77
栏目:
经济与管理
出版日期:
2016-08-25

文章信息/Info

Title:
Leader’s Trust in Subordinate and Employee Creativity ——The mediating effect of psychological empowerment
文章编号:
1008-7192(2016)04-0031-07
作者:
丁 琳;  耿紫珍
西安外国语大学 商学院，陕西 西安 710128
Author(s):
DING Lin; GENG Zi-zhen
School of Business, Xi’an International Studies University, Xi’an 710128,China
关键词:
领导信任下属; 心理授权; 创造力; 中介作用
Keywords:
leader’s trust in subordinate;  psychological empowerment;  creativity;  mediating effect
分类号:
C 93
DOI:
10.15986/j.1008-7192.2016.04.006
文献标志码:
A
摘要:
创造力的产生离不开人与人之间的互动与知识的交换，信任则正是这种互动与交换的基石。因此，信任，特别是领导对下属的信任对创造力有重要影响。通过对华北地区三个国有企业领导者与员工进行问卷调查，探讨了领导信任下属对员工创造力的作用，并验证了心理授权及其维度在二者关系中的中介作用。采用结构方程模型进行了验证，发现领导信任下属对员工创造力有显著的正向作用；领导信任下属对心理授权及其能力、自我决策和价值维度有显著的正向作用；心理授权及其能力和价值维度在领导信任下属与员工创造力之间起到了部分中介作用。
Abstract:
The employee creativity depens on the interpersonal interaction and the knowledge exchange, in which the trust is the keystone. Therefore, the interpersonal trust, especially leader’s trust in subordinate (LTS) has important effect on employee creativity. In order to test the important role of LTS on employee creativity, a study with questionnaire survey, in which leaders and employees from three state-owned enterprises in North China were involved, is designed to explore the mediating effect of psychological empowerment on the relationship between leader’s trust in subordinate and employee creativity. By using a structure equation model, the study finds that leader’s trust in subordinate has a positive effect on not only the employee creativity but also the psychological empowerment, the latter of which, in return, has a partial mediating effect on the relationship between leader’s trust in subordinate and employee creativity.

参考文献/References:

[1] ANDRIOPOULOS C. Determinants of organizational creativity:a literature review[J]. Management Decision, 2001,39(10):834-840.
[2] ARDICHVILI A,PAGE V,WENTLING T. Motivation and barriers to participation in virtual knowledge-sharing communities of practice[J]. Journal of Knowledge Management,2003,7(1):64-77.
[3] ARMBRECHT J F,CHAPAS R B,CHAPPELOW C C,etc. Knowledge management in research and development[J]. Research Technology Management,2001,44(4):28-48.
[4] BROWER H H,LESTER S W,KORSGAARD M A, etc. A closer look at trust between managers and subordinates: Understanding the effects of both trusting and being trusted on subordinate outcomes[J]. Journal of Manage- ment,2009,35(2):327-347.
[5] FULMER C A,GELFAND M J. At what level (and in whom) we trust:Trust across multiple organizational levels[J]. Journal of Management,2012,38(4):1167-1230.
[6] BROWER H H,SCHOORMAN D F,TAN H H. A model of relational leadership: The integration of trust and leader- member exchange[J]. Leadership Quarterly,2000,11(2): 227-250.
[7] MILLS P K,UNGSON G R. Reassessing the limits of structural empowerment:Organizational constitution and trust as controls[J]. Academy of Management Review, 2002,28(1):143-153.
[8] 叶迎春,高伟. 基于信任的授权行为与潜能开发研究[J].华东经济管理,2006,20(12):111-113.
[9] 丁琳,席酉民. 变革型领导对员工创造力的作用机理研究[J]. 管理科学,2008,21(6):40-46.
[10] CLEGG C,UNSWORTH K,EPITROPAKI O,etc. Implicating trust in the innovation process[J]. Journal of Occup- ational and Organizational Psychology,2002, 75(4):409- 422.
[11] COSTIGAN R D,ILTER S S,BERMAN J J. A multi- dimensional study of trust in organizations[J]. Journal of Managerial Issues,1998,10(3):303-317.
[12] MAYER C R,DAVIS H J,SCHOORMAN D F. An integrative model of organization trust[J]. Academy of Management,1995,20(3):709-734.
[13] DIRKS T K, SKARLICKI P D. The relationship between being perceived as trustworthy by coworkers and individual performance[J]. Journal of MAnagement, 2009,35(1):136-157.
[14] SCANDURA T P,PELLEGRINI E K.Trust and leader- member exchange[J]. Journal of Leadership & Organiza- tional Studies,2008,15(2):101-110.
[15] BAUER N T,GREEN G S.Development of leader- member exchange:A longitudinal test[J]. Academy of Management Journal,1996,39(6):1538-1567.
[16] WERBEL D J,HENRIQUES L P. Different views of trust and relational leadership:Supervisor and subordinate perspectives[J]. Journal of Managerial Psychology,2009, 24(8):780-796.
[17] SPREITZER G M. Psychological empowerment in the workplace: Dimensions, measurement, and validation[J]. Academy of Management Journal,1995,38(5):1442-1465.
[18] CHAN H Y,MARKHAM S. The role of subordinates’ trust in social exchange-driven psychological empower- ment process[J]. Journal of Managerial Issues,2008,20(4): 444-467.
[19] ZHANG X M. Linking empowering leadership and employee creativity:the influence of psychological empowerment, intrinsic motivation,and creative process engagement[J]. Academy of Management Journal,2010,53(1):107-128.
[20] HACKMAN J R,OLDHAM G R. Motivation through the design of work:test of theory[J]. Organizational Behavior and Human Performance,1976,16(2):250-279.
[21] DECI E L,RYAN R M. Intrinsic motivation and self- determination in human behavior[J]. Journal of Virology, 2000,74(13):5886-5895.
[22] THOMAS K W,VELTHOUSE B A. Cognitive elements of empowerment: An “interpretive” model of intrinsic task motivation[J]. Academy of Management Review, 1990, 15(4):666-681.
[23] SCHOORMAN F,MAYER R C,DAVIS J H. Empowerment in veterinary clinics:The role of trust in delegation[C]. in 11th Annual Meeting of the Society for Industrial and Organizational Psychology,1996:San Diego,CA.
[24] SPREITZER G M,KIZILOS M A,NASON S W. A dimensional analysis of the relationship between psychological empowerment and effectiveness,satisfaction,andstrain[J]. Journal of Management,1997,23(5):679-704.
[25] FARMER S M,TIERNEY P,KATE K M. Employee creativity in Taiwan:An application of role identity theory[J]. Academy of Management Journal, 2003,46(5):618-630.

备注/Memo

备注/Memo:
收稿日期：2015-11-29
基金项目：国家自然科学基金“意义建构视角下外部负反馈影响团队创造力的调控机理研究”(71402138)
作者简介：丁 琳(1982-)，女，西安外国语大学商学院讲师，管理学博士，研究方向为领导力与组织创造力；耿紫珍(1984-)，女，西安外国语大学商学院副教授，管理学博士，研究方向为组织创造力。
更新日期/Last Update: 2016-09-13