Abstract：
In the health care system, it is increasingly apparent that employee innovative behavior improves the core competitiveness and resilience of organizations. Previous research has identified leadership behavior as a key predictor of employee innovative behavior. Following this logic and by integrating social information processing theory with existing research conclusions, we constructed a moderated mediation model to examine the mechanism by which mindful leadership influences employee innovative behavior. An empirical analysis of 361 questionnaires that were completed by employees from the healthcare sector in China shows that mindful leadership is positively and significantly correlated with employee innovative behavior. Creative process engagement was found to play a mediating role in this relationship. Moreover, creative self-efficacy positively moderated the relationship between mindful leadership and creative process engagement and moderated the mediating effect of creative process engagement on the relationship between mindful leadership and employee innovative behavior. That is, compared with employees with lower creative self-efficacy, employees with higher creative self-efficacy experienced a stronger indirect effect of mindful leadership on their innovative behavior. This study enriches the theoretical research on mindful leadership, clarifies the mechanism and boundary conditions of the effect of mindful leadership on employee innovative behavior, and provides theoretical support for organizational activities that stimulate and guide employee innovative behavior.
摘要：
在医疗保健系统中，员工创新行为提高了组织的核心竞争力和应变能力。先前的研究已经将领导行为确定为员工创新行为的关键预测因子。遵循这一逻辑，通过将社会信息处理理论与现有研究结论相结合，我们构建了一个调节的中介模型来检验正念领导影响员工创新行为的机制。对中国医疗保健行业员工完成的361份问卷的实证分析表明，正念型领导与员工创新行为呈显著正相关。发现创造性过程参与在这种关系中起着中介作用。此外，创造性自我效能感正向调节了正念型领导与创造性过程敬业度的关系,调节了创造性过程敬业度在正念型领导与员工创新行为关系中的中介作用。也就是说,与创造性自我效能感较低的员工相比，具有较高的创造性自我效能感的员工在他们的创新行为中经历了更强的有意识的领导间接影响。本研究丰富了正念型领导的理论研究,明确了正念型领导对员工创新行为的作用机理和边界条件,为激发和引导员工创新行为的组织活动提供理论支持。
