平台型领导何以驱动研发人员工作卷入——基于互动能量视角的链式中介模型

doi:10.16382/j.cnki.1000-5579.2023.06.013

摘要/Abstract

摘要：

在数字经济发展新趋势下，研发人员工作卷入成为企业提升研发创新与环境适应能力的重要保障。立足知识经济时代的新型领导范式，基于互动仪式链理论和领导—成员交换理论，构建平台型领导推动研发人员工作卷入的链式中介模型，进而基于317名研发人员的问卷数据，运用层次回归和Bootstrap方法对理论模型进行检验，结果发现：平台型领导正向影响研发人员工作卷入；领导成员交换和关系型能量在平台型领导和研发人员工作卷入之间均发挥中介作用；领导成员交换和关系型能量共同在平台型领导对研发人员工作卷入的正向影响中发挥链式中介作用。上述结论拓展了互动仪式链理论的研究成果，从员工能量激活角度为企业激发创新创造活力提供了新的启示。

关键词: 平台型领导, 研发人员工作卷入, 领导成员交换, 关系型能量, 互动仪式链理论

Abstract:

Under the new trend of digital economy, R&D personnel’s work involvement has become an important guarantee for enterprises to improve R&D innovation and environmental adaptability. Based on the new leadership paradigm in the era of knowledge economy, this paper uses interaction ritual chain theory and leader-member exchange theory to construct a chain mediation model in which platform leadership drives R&D personnel’s work involvement. Furthermore, based on the questionnaire data of 317 R&D personnel, this theoretical model is tested by hierarchical regression and Bootstrap method. The findings are as follows: (1) Platform leadership positively affects R&D personnel’s work involvement; (2) Both leader-member exchange and relational energy play a mediating effect between platform leadership and R&D personnel’s work involvement; (3) Leader-member exchange and relational energy play a chain mediating role between platform leadership and R&D personnel’s work involvement. The above conclusions extend the research achievements of interaction ritual chain theory, and provide new inspiration for enterprises to stimulate innovation and creativity from the perspective of employee energy activation.

Key words: platform leadership, R&D personnel’s work involvement, leader-member exchange, relational energy, interaction ritual chain theory

张樨樨, 郝兴霖. 平台型领导何以驱动研发人员工作卷入——基于互动能量视角的链式中介模型[J]. 华东师范大学学报(哲学社会科学版), 2023, 55(6): 159-169.

Xi-xi ZHANG, Xing-lin HAO. How Platform Leadership Drives R&D Personnel’s Work Involvement：Chain Mediation Model from the Perspective of Interactive Energy[J]. Journal of East China Normal University (Philosophy and Social Sciences), 2023, 55(6): 159-169.

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类别	属性	频率	百分比	类别	属性	频率	百分比
职级	普通职员	212	66.9%	性别	男	173	54.6%
	基层管理者	73	23.0%	性别	女	144	45.4%
	中高层管理者	32	10.1%	企业成立年限	<3	83	26.2%
学历	博士	98	30.9%		3—5	98	30.9%
	硕士	141	44.5%		6—10	51	16.1%
	本科	75	23.7%		>10	85	26.8%
	专科	3	0.9%	企业规模（人）	<500	121	38.2%
年龄	<30	135	42.6%		500—1000	110	34.7%
	30—40	144	45.4%		1001—2 000	47	14.8%
	>40	38	12.0%		>2 000	39	12.3%

变量	均值	标准差	1	2	3	4	AVE
平台型领导	4.298	0.615	（0.749）				0.561
领导成员交换	4.312	0.588	0.659^***	（0.765）			0.586
关系型能量	4.261	0.635	0.438^***	0.413^***	（0.710）		0.504
研发人员工作卷入	4.222	0.633	0.522^***	0.511^***	0.369^***	（0.722）	0.522

模型	所含因子	χ²	Df	χ²/df	CFI	TLI	IFI	RMSEA
单因子	PL+LMX+RE+RWI	780.286	119	6.557	0.727	0.689	0.729	0.133
二因子	PL，LMX+RE+RWI	647.881	118	5.491	0.782	0.748	0.783	0.119
三因子	PL，LMX+RE，RWI	431.990	116	3.724	0.870	0.847	0.871	0.093
四因子	PL，LMX，RE，RWI	233.850	113	2.069	0.950	0.940	0.951	0.058
五因子	四因子模型+方法因子	223.369	112	1.994	0.954	0.944	0.955	0.056

变量	模型1（LMX）		模型2（关系型能量）		模型3（研发人员工作卷入）
变量	效应值	标准误	效应值	标准误	效应值	标准误
控制变量
性别	0.063	0.066	0.008	0.050	?0.142^*	0.059
学历	0.048	0.050	?0.050	0.038	?0.154^***	0.045
职级	?0.071	0.052	0.072	0.039	0.070	0.046
年龄	0.009^*	0.005	?0.002	0.003	0.005	0.004
企业成立年限	0.011	0.030	0.074^**	0.022	0.028	0.027
自变量
平台型领导	0.452^***	0.057	0.518^***	0.047	0.243^***	0.065
中介变量
LMX			0.144^***	0.043	0.140^**	0.051
关系型能量					0.259^***	0.067
R²	0.207		0.477		0.377
F	13.494^***		40.190^***		23.339^***

路径	效应值	标准误	95%置信区间
路径	效应值	标准误	下限	上限
平台型领导→研发人员工作卷入	0.243	0.065	0.115	0.371
平台型领导→LMX→研发人员工作卷入	0.061	0.029	0.005	0.122
平台型领导→关系型能量→研发人员工作卷入	0.131	0.046	0.045	0.224
平台型领导→LMX→关系型能量→研发人员工作卷入	0.016	0.008	0.003	0.035