■尽管员工的沉默在组织中是一种常见的现象,关系沉默在包容性领导和创新行为中的中介作用尚未被研究。在这项研究中,基于社会交换理论,以关系沉默为中介变量,探讨包容性领导对员工创新行为的内在机制。
■使用便利抽样收集了263名在职领导和员工的数据,并使用Amos和SPSS统计软件包通过向中国广东省六个城市的公司分发的问卷进行了分析。
■结果表明,包容性领导对员工创新行为具有显著的正向预测作用(β=0.590,p<0.01),包容性领导与关系沉默呈负相关(β=-0.469,p<0.01)。更多,关系沉默与员工创新行为呈显著负相关(β=-0.408,p<0.01),关系沉默部分中介了包容性领导与员工创新行为之间的关系。
■关系沉默在包容性领导和员工创新行为之间的中介作用首次被揭示,从理论上拓宽和丰富包容性领导对员工创新行为影响机制的内涵,为构建包容性领导风格提供实践新思路;减少关系沉默的发生率,并唤起员工的创新行为。
UNASSIGNED: Although employees\' silence is a common phenomenon in organizations, the mediating role of relational silence has not been studied in inclusive leadership and innovative behavior. In this study, based on the theory of social exchange, relational silence is used as a mediating variable to explore the internal mechanisms of inclusive leadership on employees\' innovative behavior.
UNASSIGNED: Data from 263 in-service leaders and employees were collected using convenience sampling and analyzed using Amos and SPSS statistical software package via questionnaires distributed to companies in six cities in the Guangdong province of China.
UNASSIGNED: The results showed that inclusive leadership has a significant positive predictive effect on employees\' innovative behavior (β = 0.590, p < 0.01), while inclusive leadership is negative and significantly correlated with relational silence (β = -0.469, p < 0.01). More so, relational silence has a significant negative correlation with employees\' innovative behavior (β = -0.408, p < 0.01), and relational silence partially mediates the relationship between inclusive leadership and employee innovation behavior.
UNASSIGNED: The mediating role of relational silence between inclusive leadership and employees\' innovative behavior is revealed for the first time, theoretically broadening and enriching the connotation of inclusive leadership\'s influence mechanism on employees\' innovative behavior and providing new ideas in practice for constructing inclusive leadership styles, reducing the incidence of relational silence, and evoking employees\' innovative behavior.