How Platform Leadership Drives R&D Personnel’s Work Involvement：Chain Mediation Model from the Perspective of Interactive Energy

doi:10.16382/j.cnki.1000-5579.2023.06.013

Abstract

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

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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References 0

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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