【作者】 刘玲；

【导师】 杜鹏程；

【作者基本信息】 安徽大学 ， 技术经济及管理， 2011， 硕士

【摘要】 知识经济时代,知识成为重要的资源,知识要素在经济发展中起决定作用,企业获得知识相当于获得竞争优势。然而随着竞争对手对知识不断的吸收与利用,任何竞争优势都可能是暂时的,此时必须不断通过创新实现知识的更新,创新也就成为企业维持竞争优势的主要途径,成为企业成长与发展的不竭动力,企业想在激烈的竞争中占得一席之地就必须进行不断的创新。在企业不断寻求创新方法时,不能忽视知识型员工这—创新主体在企业创新中的作用,激发员工的创新行为对企业创新活动至关重要。当然仅靠知识型员工的努力还是远远不够的,面对如此激烈的竞争和瞬息万变的市场环境,企业的领导者必须能积极应对外界环境的变化,并带领员工适应这些变化,只有依靠领导者和员工的共同努力,才能推动企业在全球化经济的浪潮中不断进步。此时,领导者怎样的领导风格能激发员工的创新行为使其更快的适应环境变化?领导风格影响员工创新行为的过程和机制又是怎样的?这些都是理论界和管理实践中非常值得研究和探讨的问题。本研究分析了变革型领导与知识型员工创新行为的关系,并探讨了变革型领导影响知识型员工创新行为的过程与机制。在以往领导风格以及创新行为研究的基础上,提出研究假设,通过对安徽等地的多家企业进行问卷调查,收集了大量的一手数据,并对这些数据进行实证分析,分析结果表明知识型员工的创新行为受到变革型领导以及组织信任的正向影响,并且变革型领导通过组织信任来影响知识型员工的创新行为。本研究共分为五个部分：第一部分是绪论。该部分主要介绍文章的研究背景、研究意义、研究方法和路径以及可能的创新点。第二部分是文献综述。该部分主要对变革型领导、组织信任、创新行为以及各变量之间关系的研究成果进行文献回顾和梳理。第三部分是研究设计。该部分在文献综述的基础上,构建研究框架,提出研究假设,选择研究对象和测量工具,设计调查问卷,进行问卷调查。第四部分是实证分析。根据调查得到的样本数据,检验问卷的信度和效度,分析变革型领导、知识型员工创新行为以及组织信任的现状,检验变革型领导、知识型员工创新行为以及组织信任在个人属性变量上的差异性,验证变革型领导对知识型员工创新行为的影响,以及组织信任在二者关系中的中介作用。第五部分是研究结论、建议和展望。该部分在以上研究的基础上,得出研究结论,并提出了相关的管理建议,同时也说明了本研究存在的局限性,指明了该领域未来的研究方向。更多还原

【Abstract】 At the era of knowledge economy, the knowledge becomes important resource and decisive function in the economic development. The knowledge which is obtained by the enterprises is equal to the competitive advantage. However, with the unceasing absorption and use to the knowledge of competitor, any competitive advantage possibly will be temporary. In this time the enterprises must unceasingly update the knowledge through the innovation. The innovation becomes the main way which enterprises use to keep the competitive advantage, and the inexhaustible motive force of enterprises’ growth and development The enterprises who want to occupy the space in the fierce competition must innovate constantly.When the enterprises seek the innovational method, we cannot neglect the function of knowledge workers which are subject in innovation. It is important to stimulate workers’ innovation behavior in the enterprises innovative activities. Certainly, depends only on the knowledge workers is not enough. Increasing intensity of competition, coupled with constantly change of market environment, the leaders of enterprises must be able to deal with the change of environment positively, and lead the workers to adapt the change. Only when the leaders and workers exert together, can the enterprise progress unceasingly in the globalized economy. At this moment, what kind of leadership style can stimulate workers’ innovation behavior and cause they adapt environmental variation quickly? What was the process and the mechanism leadership style affected to the workers’ innovation? These are worth to study in the theorists and the management practice.This research has analyzed the relationship between transformational leadership and knowledge workers’ innovative behavior, and discussed the mechanism of the influence transformational leadership on innovative behavior. Based on the previous research of transformational leadership and innovative behavior, this study put forward the research supposition. After the questionnaire survey of enterprises in Anhui and other places, we collect mass primary data, and carry the empirical analysis on the data. The result indicat that the knowledge workers’ innovation behavior has positively affected by transformational leadership as well as organizational trust, and the influence transformational leadership on knowledge workers’ innovation behavior has produced by the organization trust.The article is divided into five chapters:The first part is an introduction. This section mainly introduces the background, significance of research, method and path, and possible innovations.The second section is overview of literature. This section reviews and combs the literature about transformational leadership, organizational trust, innovation behavior and the relation of these variables.The third section is the design of study. Based on the overview of literature, this section constitutes the framework of research, proposes the hypotheses of research, choices the object of research and the tool of measure, designs questionnaire, inquirise questionnaire.The fourth section is the empirical analysis. According to the survey data, this section examines the letter and the validity of questionnaire, analyses the present situation of transformational leadership, the knowledge workers’ innovative behavior and organization trust, discusses the difference of these variables on individual attribute variable, proves the effect transformational leadership and the knowledge workers’ innovative behavior, as well as the mediation effect of organizational trustThe fifth section is the conclusion, the suggestion and the outlook. This section makes a general conclusion for this study, puts forward some managing suggestions, finally introduces the limitation of the study, and proposes future prospects in this area.更多还原