Abstract:
This study investigates how leadership, more precisely leader-member exchange (LMX), affects innovative behavior through an innovative climate as well as, indirectly, through organizational commitment and internal trust. A total of 1114 samples were collected from employees working in firms in Slovenia and Serbia. The quantitative data and the proposed model were analyzed with the partial least squares-SEM technique. The results indicate that an innovative climate is a mediator in the relationship between leadership and innovative behavior, and this relationship is also further mediated by internal trust and organizational commitment. These results reveal serial mediation or the complex role of an innovative climate in the process of influencing innovative work behavior. Implications for theory and recommendations for practice are discussed.
摘要:
这项研究调查了领导力,更确切地说,领导者-成员交换(LMX),通过创新氛围影响创新行为,间接地,通过组织承诺和内部信任。总共从在斯洛文尼亚和塞尔维亚的公司工作的员工那里收集了1114个样本。利用偏最小二乘-SEM技术对定量数据和所提出的模型进行了分析。结果表明,创新氛围是领导与创新行为之间关系的中介,这种关系也进一步由内部信任和组织承诺介导。这些结果揭示了一系列调解或创新氛围在影响创新工作行为过程中的复杂作用。讨论了对理论的影响和对实践的建议。