【作者】 杨静；

【导师】 王重鸣；

【作者基本信息】 浙江大学 ， 企业管理， 2014， 博士

【摘要】 近些年,女性创业在全球范围内日益活跃,女性创业领导力成为创业与领导研究关注的新焦点。目前,全球范围内的经济结构调整与转型升级正在为女性创业者领导组织变革与创新提出了新的挑战与机遇。面对充满高度复杂性、动态性与包容性的变革环境和新的创业任务要求,女性创业者和企业家如何建构社会性别,表现出新型的女性创业领导力,激发员工和组织不断践行变革与创新,最终实现员工成长与组织可持续发展,成为值得研究的重要课题。本研究通过回顾女性创业、女性领导以及创业型领导等相关领域研究,基于行动聚焦理论与多水平分析框架,深入探究女性创业领导力的形成及其效能机制。主要探讨三个关键的理论问题：第一,当前中国转型升级的变革背景下,女性创业领导力的关键特征体现在哪些方面?由哪些维度构成?具有哪些独特的特征?第二,女性创业领导力的形成机制是什么?变革环境特征、创业任务特征以及自我概念等三个不同层次的情境因素是如何影响女性创业领导力的产生?第三,女性创业领导力如何对组织绩效与员工绩效等效能产生多水平影响作用?为了解决以上理论问题,本研究展开以下三个主题的实证研究。研究一构建了变革背景下女性创业领导力的核心构思,并开发了女性创业领导行为量表。采用扎根理论方法“捕捉”女性创业领导过程的关键行为,建构女性创业领导力的构思,包括变革心智、培育创新、掌控风险、整合关系、亲和感召和指导关怀等六个核心范畴。基于扎根理论分析开发的女性创业领导力构思编制女性创业领导行为量表,采用专家小组讨论方法确保其内容效度；通过探索性因素分析初步验证了女性创业领导行为量表的因子结构；进一步通过验证性因素分析来验证了女性创业领导力的二阶六维度构思具有良好聚合效度和区分效度。研究结果表明,女性创业领导力是由变革心智、培育创新、掌控风险、整合关系、亲和感召和指导关怀等六个维度构成。女性创业领导力呈现出全新的领导行为组合特征,并且体现出女性典型的社会性别特征,如亲和感召、指导关怀。研究二基于行动聚焦理论全面而深入分析了女性创业领导力的多重影响效应。采用嵌入式多案例研究方法,通过对四个不同行业的女性创业者领导员工和公司实施转型升级的行动进行深入研究。研究结果发现,变革环境的动态性与复杂性,会促使女性创业领导者表现出变革心智、培育创新、整合关系、掌控风险等领导行为。变革环境体现的包容性,更多地促使女性创业领导者表现出整合关系的领导行为。围绕创业任务的业务创新、网络互动的要求,女性创业领导者会表现出变革心智、培育创新、掌控风险和整合关系等领导行为；而运营环保的要求,则促使女性创业者表现出践行运营环保理念的变革心智及培育创新的领导行为。由此,将变革环境特征与创业任务特征对女性创业领导力产生的影响,称之为“多重情境影响效应”。围绕自我概念,受到变革环境和创业任务的情境影响,女性创业者自我塑造为男性化的“创业者”和“领导者”角色,有助于形成变革心智、培育创新、掌控风险、整合关系等领导行为；而女性创业者表现出与其性别角色一致的女性化特征,有助于形成亲和感召与指导关怀的领导行为。由此,将其称之为“多重角色认同效应”。进一步通过两次独立取样的问卷调研,采用方差分析分别验证了女性创业领导力的情境影响效应和自我角色认同效应。研究三基于多水平分析框架检验了女性创业领导力的效能机制。通过对152家女性经营企业进行多来源多阶段的数据收集,运用回归分析与多层建模进行检验。研究结果发现,(1)女性创业领导力(包括变革心智、培育创新、掌控风险、整合关系)会对组织绩效,包括财务运营绩效、组织创新绩效和社会责任绩效均产生积极的影响作用；进一步研究发现,社会创业导向、管理团队的变革承诺对女性创业领导力与组织绩效之间的关系起到中介作用。此外,研究发现,女性创业领导力还可以通过管理团队变革承诺的中介作用从而增强社会创业导向。(2)女性创业领导力对员工绩效,包括创新工作绩效、工作满意度和情感承诺均起到显著的积极影响。而且,女性创业领导力通过领导成员交换的中介作用从而提升员工创新工作绩效、工作满意度和组织情感承诺；另外,女性创业领导力通过激发员工个体主动性从而提升员工创新工作绩效、工作满意度和组织情感承诺。此外,研究发现,女性创业领导力还可以通过建立良好的领导成员交换关系从而增强员工的个体主动性。最后,本文系统地探讨了研究所取得的理论进展以及对女性领导公司转型升级的现实指导意义,并指出研究的局限性以及未来的研究方向。更多还原

【Abstract】 In recent years, women entrepreneurship has become increasingly active throughout the world, and women entrepreneurial leadership became the new focus of entrepreneurship and leadership research. At present, global economic structural transformation and upgrading are putting forward new challenges and opportunities for women entrepreneurs to lead organizational change and innovation. Under the increasingly dynamic, complex and inclusive external environment, it is important to study how women entrepreneurial leaders reconstruct gender-role identities, demonstrate new women entrepreneurial leadership behavior, mobilize employees and organization to continuously change and innovation, obtain competitive advantage, and realizes the staff growth and sustainable development of the organization.Drawing upon previous research on female entrepreneurship, female leadership and entrepreneurial leadership, this paper discussed how women entrepreneurial leadership emerge and exert influence based on action focus theory and multilevel analysis framework. Three theoretical issues were identified. First, what are the key characteristics of women entrepreneurial leadership within the context of transformation and upgrading in China? And what is the construct of women entrepreneurial leadership and its unique characteristics? Second, how does women entrepreneurial leadership emerge by focusing on environmental change, entrepreneurial task and self concept? Finally, how women entrepreneurial leadership affects organizational performance and employee performance in a multilevel form?Study1focused on the conceptualization of women entrepreneurial leadership (WEL) under change context in China and the development of WEL scale. Using grounded theory, we developed a multi-dimensional construct of WEL. Then, we formulated WEL scale by expert group discussion, and (246women entrepreneurs) tested its structure of WEL with EFA and (302women entrepreneurs) verified a second-order six dimensional construct of WEL by CFA. and the convergent validity and discriminant validity were tested with composite reliability and AVE method. In conclusion, WEL had six factors, consisting of changing mindset, cultivating innovation, controlling risk, integration guanxi. affinity inspiring, and instructive caring. Women entrepreneurial leadership had new leadership behavior mix, and showed unique gender characteristics, such as affinity inspiring, and instructive caring.Study2used action focus theory to explore the antecedents of women entrepreneurial leadership. We relied on embedded, multiple cases across four different industries to investigate women entrepreneurs’transformation and upgrading actions. Results showed that dynamics and complexity of change environment would promote behavior of changing mindset, cultivating innovation, controlling risk, integration guanxi. Environmental munificence would promote behavior of guanxi integration. Business innovation, network interaction, and environmental-protection operation would also promote behavior of changing mindset, cultivating innovation, controlling risk, integration guanxi. We called it "multi-contextual driven effect" Women entrepreneurs’masculine self concepts of "entrepreneur" and "leader" would lead to behavior of changing mindset, cultivating innovation, controlling risk, integration guanxi, while their roles as women would lead to behavior of affinity inspiring, and instructive caring. We called it "multi-role identity effect". ANOVA was adopted to test "multi-contextual effect" and "self identity effect" using two independent samples.Study3tested the effects of women entrepreneurial leadership (WEL) using multi-level modeling. Data were collected from152women-owned enterprises by multi-phase, multi-source method. Results showed that WEL was positively related to organizational performance (e.g., entrepreneurial financial performance, organizational innovation performance, and social responsibility performance). Social entrepreneurial orientation and management team’s commitment to change mediated the relationship between WEL and entrepreneurial organizational performance. In addition, WEL promoted social entrepreneurial orientation through management team’s commitment to change. On the other hand, WEL was positively related to employees’performance (e.g., innovative job performance, job satisfaction, and affective commitment). Furthermore, WEL positively influenced employees’ performance through Leader-member exchange (LMX) and employees’personal initiatives. In addition, WEL motivated employees’personal initiatives through LMX.Finally, the main research findings of this study were systematically summarized. Furthermore, the theoretical advances and managerial implications for women entrepreneurship within the context of transformation and upgrading in China, as well as limitations and future research were discussed.更多还原