以高科技企业配对样本为对象，通过问卷调查探讨变革型领导对员工创新行为的影响机制，着力考察心理授权在二者间的中介作用和情感承诺的调节作用。结果表明：变革型领导与员工创新行为有正向关系；变革型领导与员工心理授权有正向关系；员工的心理授权与创新行为有正向关系；情感承诺在变革型领导与员工创新行为之间具有调节效应；心理授权各维度在变革型领导与员工创新行为之间均发挥部分中介作用。

Using samples of high-tech enterprises, this paper studied the mechanism of impact of transformational leadership (TL) on employees’ innovative behavior (EIB) through dyad questionnaire survey, specifically explored the mediating role of psychological empowerment between TL and EIB and the moderating role of affective commitment in such relationship. The results showed that TL was positively related to EIB; TL was positively related to employees’ psychological empowerment; employees’ psychological empowerment was positively related to their affective commitment to the organization; employees’ affective commitment was a moderator between TL and EIB; and employees’ psychological empowerment including its dimensions acts as partial mediators between TL and EIB.