社会与工程心理学研究室知识库

创新是一个企业生存和发展的灵魂。随着市场经济的发展，创新在企业生存和发展中的意义显得愈发重要，只有具备了创新能力的企业，才能在日趋激烈的市场竞争中立于不败之地。而员工创造力(employee creativity)是企业创新与获取竞争优势的重要基础。与此相呼应，学术界致力于探索影响员工创造力的输入变量、作用机制以及其输出结果。其中，变革型领导行为是促进员工创造力的关键要素之一。先前的研究结果表明，变革型领导会促进组织中的员工创新表现;但是，关于变革型领导对于员工创造力促进作用的内在机制上需要更进一步地澄清。更为重要的是，考虑到团队己成为企业应对外界变化的有效方式，因此，基于团队和个体层面的变革型领导一创造力的研究对于澄清变革型领导对创造力的影响机制是非常重要的。

本研究在双层变革型领导、社会认同等理论基础上，选取团队与个体层面的创造性认同和创造性效能感为中介变量，从团队、个体以及交互水平探讨变革型领导行为对于创造力的影响机制。4家企业82个研发团队的352名员工与他们的团队主管通过Email分两阶段参加了问卷调查。通过领导与员工数据匹配、团队有效成员数量分析等方式删除无效样本后，来自于52个团队的290个样本进入最终模型分析。研究运用结构方程、多层线性模型、回归分析等对数据进行分析，检验相关假设。结果表明创造性认同与创造性效能感是团队及个体层面变革型领导行为对个体创造力产生积极影响的关键中间机制，具体表现为:

(1)在团队层面，团队聚焦的变革型领导行为(Group-focused TFL)通过促进团队创造性认同进而促进团队创造性效能感;

(2)在个体层面，个体聚焦的变革型领导行为(Individual-focused TFL)通过促进个体创造性认同进而促进个体创造性效能感，个体创造性效能感与团队领导评价的个体创造性表现呈显著正相关;

(3)团队与个体交互层面，团队创造性认同完全中介团队聚焦变革型领导行为对个体创造性认同的促进作用，团队创造性效能感与个体创造性认同部分地中介团队创造性认同对于个体创造性效能感的促进作用。

Creativity is the soul of the survive and development of an enterprise. With the development of market economy, Innovation in the enterprise survival and development of the meaning is increasingly important. Without creativity, an enterprise cannot maintain their success in the increasingly fierce market competition. Among other things, employee creativity is an important basis for enterprise innovation and gaining competitive advantage. In view of this, academic world focused on exploring the input variables, mechanism of action and output result which can influence employee creativity. Transformational leadership has been proven to be one of the key factors which can promote employee creativity. Previous research results have indicated that transformational leadership can promote the creative performance of the employees in organization. However, the internal mechanism of transformational leadership promoting; employee creativity needs to be clarified further. Furthermore, considering that team has become the effective mode for enterprise to deal with exterior change, the research on transformational leadership-creativity from team level and individual level is very important for clarifying the influencing mechanism of transformational leadership on creativity.

Based on the theories of dual-level transformational leadership and social identity, this research has selected creative identity and creative efficacy on team and individual level as the mediating variables, exploring the influencing mechanism of transformational leadership behaviors on creativity from the aspects of team, individual and cross level. Three hundred and fifty two employees on 82 research & development teams of 4 enterprises and their team supervisors have participated in questionnaire survey in two stages via Email. Through matching the data of leaders

and their employees and analyzing the valid member quantity of team, invalid samples have been deleted. 290 samples coming from 52 teams have entered the final model analysis. Structural equation model, hierarchical linear modeling and regression analysis are used to analyze data to test relevant hypotheses. The result has indicated that creative identity and creative efficacy is the key mediate mechanism of transformational leadership behavior producing positive influence on individual creativity on team level and individual level as the following:

(1) From the team level, Group-focused Transformational Leadership promoted team creative efficacy through promoting team creative identity.

(2) From the individual level, Individual-focused Transformational Leadership promoted creative efficacy through promoting creative identity. Significant positive relevance exists between creative efficacy and supervisor-rated individual creativity.

(3) From the cross level, team creative identity mediated the .promotion function of transformational leadership behavior on creative identity of individual. Team creative efficacy and creative identity partially mediated the promotion function of team creative identity on creative efficacy.