地位竞争视角下员工主动性行为与创新绩效的关系研究

唐于红; 毛江华

科研管理 ›› 2021, Vol. 42 ›› Issue (3) : 191-200.

论文

地位竞争视角下员工主动性行为与创新绩效的关系研究

唐于红^1,2，赵琛徽¹，毛江华¹，丁振阔³

作者信息 +

The relationship between employees′ proactive behavior and their innovation performance: The perspective of status competition

Tang Yuhong^1,2, Zhao Chenhui¹, Mao Jianghua¹, Ding Zhenkuo³

Author information +

文章历史 +

摘要

本研究基于领导-成员交换理论和社会支配理论，在等级制度和高权力距离的中国文化背景下，从地位竞争视角出发研究员工主动性行为、领导-成员交换关系、领导地位威胁感知与个体创新绩效之间的关系。基于13个组织的630套上下级配对问卷数据,采用层级线性回归模型对假设进行检验，本研究发现员工主动性行为正向影响其创新绩效，领导-成员交换关系中介了二者之间的正向关系，领导地位威胁感知削弱了员工主动性行为与创新绩效、员工主动性行为与领导-成员交换关系之间的正向关系。研究结果为员工主动性行为的研究提供了新的视角和框架，同时对企业管理实践有一定的现实意义。

Abstract

Previous literature assume that proactive behavior can be transformed into higher performance, however, little research discusses how and when proactive behavior can promote innovation performance. Aimed at this issue, this study, from the perspective of status competition, applies leader-member exchange theory and social dominance theory to study the mechanism of how proactive behavior influencing individual innovation performance under the Chinese cultural background which characterized by hierarchy and high power distance. Our study disentangles the "black box" of the influence of employees′ proactive behavior on their innovation performance by means of examining the mediating role of the leader-member exchange relationship and the boundary condition of the perceived status threat to leader. The data was constructed by 630 supervisor-subordinate dyads from 13 organizations are used to test the hypothesized direct, mediating and moderating effects. The result of data analysis in general indicates that employees′ proactive behavior significantly affects their innovation performance. In addition, different from the attention of previous studies are mainly on the team and organizational performance, this study expands the positive effects of proactive behavior. Furthermore, this paper verified the mediating mechanism of the leader-member exchange relationship between the relationship of employee′s proactive behavior and innovation performance. In contrast to previous research, our research also predicts and verifies that the perceived status threat to leader plays a negative moderating role on the relationship between the employees′ proactive behavior and innovation performance and between the employee′s proactive behavior and the leader-member exchange relationship. Therefore, from the perspective of status competition, our study explains how the leader′s mental state and behavior choice affect the relationship between the employee′s proactive behavior and the positive result.
This study has three theoretical contributions to the existing literature: first, it breaks through the limitations that previous proactive behavior literature focused on individual proactive personality and traits. Based on the logic that a clear connection between behavior and results, this study mainly examines the relationship between employees′ proactive behavior and their work results. It responds to the call of Parker & Collins, Zhang and other scholars that future research should pay attention to the relationship between individual proactive behavior and work results at the same time. Second,previous theoretical and empirical researches ignore the role and perception of leaders. Our study, in association with the cultural characteristics of high power distance in China, from the perspective of status competition, integrates the perceived status threat to lead into the research framework of the relationship between employee′s proactive behavior and innovation performance, demonstrating that the perceived status threat to leader is an important boundary condition for the positive effect of employee′s proactive behavior and expanding the proactive behavior research domain.
Third, this paper finds that the leader-member exchange relationship, as an interpersonal relationship mechanism, mediates the relationship between the employees′ proactive behavior and the results of their work. Under the social background of "Guanxi orientation" in China, leaders are willing to provide innovation support within and outside the system for employees who have established good relationships with them. Such context is less examined in western culture circumstance but plays a key role in improving employees′ innovation performance in the Chinese context where it attaches importance to human feelings and relationships.
The practical implication of this study not only helps managers to deepen the understanding of the employees′ proactive behavior from the perspective of status competition, but also puts forward a new perspective for management practice on how to improve the employees′ innovation performance. First of all, the organization should design a scientific and reasonable incentive mechanism to reduce the psychological defense and negative behavior of leaders. At the same time, the organization should also pay attention to employees′ proactive behavior and create an inclusive and open environment for them to establish a higher quality of leader-member exchange relationship, arrange the proactive staff to a suitable position to fulfill employees′ ability and gain more innovation performance.

导出引用

唐于红, 赵琛徽, 毛江华, 丁振阔. 地位竞争视角下员工主动性行为与创新绩效的关系研究[J]. 科研管理. 2021, 42(3): 191-200

Tang Yuhong, Zhao Chenhui, Mao Jianghua, Ding Zhenkuo. The relationship between employees′ proactive behavior and their innovation performance: The perspective of status competition[J]. Science Research Management. 2021, 42(3): 191-200

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基金

教育部人文社会科学研究规划基金（20YJA630096）；国家自然科学基金项目（71802193; 72062006）；广西自然科学基金青年项目（2019JJB180009）；广西哲学社会科学规划课题（20FGL013）；珠江—西江经济带发展研究院科学研究基金一般项目（ZX2020006）；广西高校中青年教师科研基础能力提升项目 (2020KY50019)。