The effect of quantum leadership on employee innovation performanc : the mediation of affective organizational commitment and the regulation of organizational self-esteem

量子型领导对员工创新绩效的影响研究：情感性组织承诺的中介与组织自尊的调节

Name: Shenfan Zou

LCSH: Quantum leadership

LCSH: Organizational commitment

LCSH: Employee motivation

LCSH: Organizational commitment

Abstract: With the development of the times, enterprises are faced with a turbulent environment, and countless employees suffer from various hardships and challenges, resulting in the lack of emotional organizational commitment of employees. Managers realize that it is an effective way for enterprises to enhance core competitiveness to improve employees' innovation performance and effective organizational commitment. At the same time, the scientific development of quantum theory has given birth to a novel leadership style. As a positive leadership type, quantum leadership has the characteristics of "empowerment", "innovation", "interaction" and so on. Regarding the outcome variable employee innovation performance proposed in this paper, this paper constructs a theoretical model with regulated intermediary, the main effect, intermediary effect and regulatory effect are proposed. Further explores the operating mechanism of quantum leadership and employee innovation performance, expands the research on the influence of quantum leadership, and complements the mode of action of quantum leadership. Helps organizations to have a deeper understanding of the causes of employee innovation performance.

Abstract: 时代发展下,企业面临着动荡的环境,不计其数的员工遭遇种种煎熬及挑战, 员工的情感性组织承诺缺乏随之产生。管理者认识到提升员工创新绩效、提高情 感性组织承诺就是企业提升核心竞争力的有效途径。与此同时,量子学说的科学 发展催生了一种新颖的领导方式,量子型领导被认为在企业管理中具备独特的优 势,日益成为学术界的热点。 作为一种正面积极的领导类型,量子型领导具有“赋能”、“求新”、“交 互”等特征。针对本文提出的结果变量员工创新绩效，经过文献梳理与述评后, 本文以社会交换理论、社会信息加工理论和资源保存理论为理论基础,将量子型 领导、员工创新绩效分别作为理论模型的自变量和因变量,纳入情感性组织承诺 充当中介变量、组织自尊充当调节变量,并构建了有调节的中介的理论模型,提出 主效应、中介效应和调节效应三方面假设。 本研究从理论和实证层面论证了量子型领导对员工创新绩效的影响,具备一 定的学术意义和实践意义。学术价值上,本文整合组织中重要的工作特征和情境 因素,进一步探索了量子型领导与员工创新绩效的运作机理,扩大了量子型领导 的影响力研究,补充了量子型领导的作用方式。实践意义上,本研究给组织管理者 提供一种新型的领导风格选择,帮助组织更深入了解员工创新绩效产生的原因, 从而帮助组织采取有效的措施提升员工创新绩效。

Rangsit University. Rangsit University Library

Address: Pathum Thani

Email: rattanapornn@rsu.ac.th

Name: Tang Yingkai

Role: Advisor

Created: 2023

Modified: 2567-04-29

Issued: 2024-04-29

วิทยานิพนธ์/Thesis

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DegreeName: Master of Business Administration

Level: Master's Degree

Descipline: Business Management

Grantor: Rangsit University

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