领导对员工创新起到重要作用。什么样的领导风格与员工创新相关更高? 实际研究中存在一定争议。为了回答这个问题, 基于自我决定理论, 我们提出一个理论框架, 来解释不同领导风格与员工创新相关系数的差异。我们使用元分析汇集432篇独立的实证研究的证据(中文研究229篇, 英文研究203篇, 样本总量达161599), 来检验我们的假设。研究发现：(1)交易型领导、伦理型领导、变革型领导、服务型领导、领导-成员交换、授权型领导、包容型领导及真实型领导与员工创新绩效之间均存在显著的正相关, 且相关递增; (2)个人主义、绩效评价方式、数据收集时间点、领导风格测量方式、创新测量方式以及发表语言部分调节领导风格和员工创新绩效的关系。研究结果符合理论预测, 研究促进自我决定理论的发展。更为重要的是, 研究结论为管理者提供重要的实践意义, 即使用合适的领导风格进而促进员工创新。

<p id="p00005">Facing the complex challenges from the environment, if organizations want to survive and develop continuously, they must insist on innovation. Employee creative performance affects the innovation of the entire organization deeply. Thus, managers, scholars, or policymakers are paying more and more attention to employee creative performance. Among the factors that affect employees&#x02019; innovation, leadership style plays a vital role. Plenty of leadership styles (e.g., transformational, transactional, and authentic leadership) may influence employee creative performance. Which kind of leadership style has a higher correlation with employee creative performance? To answer this question, drawing on self-determination theory (SDT), we proposed a theoretical framework, to explain the differences of correlations between different leadership and employee creative performance. To begin with, we hypothesized that transformational leadership, transactional leadership, authentic leadership, ethical leadership, servant leadership, inclusive leadership, empowering leadership, and leader-member exchange are positively related to employee creative performance. Among these leadership styles, authentic leadership had the highest correlation. Then, we hypothesized in the following situations(1) when the sample comes from a country with high individualism, (2) when the creative performance is evaluated by others, and (3) when the data is collected at multiple time points, the correlations between leadership style and employee creative performance were lower. Finally, we detected the potential moderating effects of the measurement of leadership and creative performance</p> <p id="p00010">We used meta-analysis to summarize evidences from 432 independent empirical studies (229 Chinese studies and 203 English studies, with a total sample size of 161599 to test our hypothesis. To begin with, we searched the studies from multi-databases. Then, we coded the necessary information from the previous survey studies. Next, the Hunter-Schmidt random effect meta-analysis method was used to correct statistical artifacts (e.g., measuring error and sampling error) and evaluate the true score correlations. Finally, subgroup analysis was used to detect the potential moderating effects.</p> <p id="p00015">The results showed that: (1) transactional leadership (&#x003c1; = 0.273), ethical leadership (&#x003c1; = 0.300), transformational leadership (&#x003c1; = 0.364), servant leadership (&#x003c1; = 0.400), leader-member exchange(&#x003c1; = 0.401), empowering leadership (&#x003c1; = 0.402), inclusive leadership (&#x003c1; = 0.457), and authentic leadership (&#x003c1; = 0.475) had significant positive correlations with employee creative performance, and their correlations showed an upward trend; (2) individualism, methods of performance appraisal, the time point of data collection, measurement of leadership, measurement of employee creative performance and publication language partially moderated the relationship between leadership styles and employee creative performance.</p> <p id="p00020">Based on the SDT, this research proposed a theoretical model to explain the different effects of different leadership styles on employee creative performance and test the model robustly based on the meta-analysis technology. Therefore, the theoretical implication of this research mainly focuses on this model. First, this research promotes the development of theories related to leadership styles and employee creative performance. Second, this research promotes the development of self-determination theory and expands the scope of application of self-determination theory. The practical implication is that, when organizations need employees to show higher creative performance, managers can try to adopt the authentic leadership style.</p>

现有文献探讨了包容型领导对员工创造力的直接影响,但其内在的作用机制尚未得到系统阐释。基于257份领导-员工配对问卷调查,整合社会学习和社会交换理论,以创造自我效能感和领导-成员交换为中介变量,构建并验证包容型领导影响员工创造力的双路径模型。实证结果表明,包容型领导对员工创造力有显著的正向影响,创造自我效能感和领导-成员交换在包容型领导影响员工创造力的过程中发挥中介作用,且领导-成员交换的中介效应显著强于创造自我效能感的中介效应。

Drawing on social exchange theory, this research examines how inclusive leaders foster innovative work behavior and creativity in employees. Data were collected in two steps from the 320 employees working in Chinese R&amp;D organizations to draw the result for this research. The findings indicate a positive impact of inclusive leadership on innovative work behavior and creativity. In addition, intrinsic motivation mediates this relationship. The implications and future research are also discussed.

In the post-pandemic era, the cultivation of vocational adaptability among college students holds equal significance to fostering subjective well-being in the face of an increasingly daunting professional landscape. This intricate process can be influenced by exploratory expeditions into potential career paths, sincere introspection, and a profound sense of vocation.Drawing upon Bandura's self-regulation theory, this research project employed structural equation modeling (SEM) to scrutinize the interconnectedness between career exploration, self-reflection, vocational calling, vocational adaptability, and subjective well-being within a sample of 1077 Chinese undergraduates.The findings demonstrated that career exploration and self-reflection positively predicted career adaptability and subjective well-being. In addition, career calling had a significant mediating effect in this model.The findings of this study shed light on the significance of career exploration and self-reflection in fostering both adolescent career adaptability and subjective well-being. And are expected to provide a reference for the career construction and development of college students and career education in colleges and universities.© 2023 Ran et al.

– The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a sample of Chinese employees.

The purpose of this article is to initiate an effort to establish the constructs calling and vocation within counseling psychology. First, updated definitions of calling and vocation, developed with an eye toward stimulating research and providing useful practice applications, are proposed. Next, the authors explain how the constructs apply to the domain of human work, review empirical and theoretical work related to calling and vocation and their role in human functioning, and differentiate the terms from each other and related constructs. Finally, directions for basic and applied research on calling and vocation are suggested, and implications for career counseling practice are outlined.

An integrative model of the conative process, which has important ramifications for psychological need satisfaction and hence for individuals' well-being, is presented. The self-concordance of goals (i.e., their consistency with the person's developing interests and core values) plays a dual role in the model. First, those pursuing self-concordant goals put more sustained effort into achieving those goals and thus are more likely to attain them. Second, those who attain self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-being effects are mediated by need satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the period of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be independent of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills.

在企业数字化转型以及人们对深层次工作意义追寻愈发强烈的双重影响下, 准确把握员工职业使命感是提升组织绩效、完善人力资源管理措施的重要前提。现有职业使命感研究忽略了中国情境, 对职业使命感动态变化的因素以及激发机制的研究非常缺乏。本研究围绕上述关键科学问题, 从以下三个方面丰富和拓展职业使命感的理论研究: 第一, 基于中国文化的集体主义自我实现识别职业使命感的核心构成要素, 并开发出本土化员工职业使命感量表; 第二, 基于自我决定理论, 采用纵向研究设计揭示职业使命感动态变化的消极影响因素及内在机制; 第三, 从微观管理实践出发, 采用日志干预考察社会影响和社会价值干预对员工职业使命感的激发机制。理论上, 研究成果丰富了职业使命感概念内涵的理论视角, 推进了职业使命感发展机制的研究; 实践上, 为我国各类组织保护和提升员工职业使命感提供了理论支持和决策参考。

Under the dual impact of the digital transformation of enterprises and individuals&#x02019; increasingly strong pursuit of deeper work meaning, a good grasp of occupational calling is an important prerequisite for improving organizational performance and human resource management practices. Existing research on occupational calling neglects the uniqueness of Chinese context, of which there is also little research on the antecedents for dynamics, and interventions of occupational calling. This research attempts to fill these important gaps in the Chinese context. Specifically, this research attempts to enrich and expand the theoretical research in the following three ways: (a) drawing on the collective self-fulfillment perspective of Chinese culture, this research identifies the core components of occupational calling, and develops an indigenous occupational calling scale, (b) based on the self-determination theory, this research adopts a rigorous longitudinal research design to explore the antecedents for dynamics of occupational calling, and (c) based on micro-management practices, this research adopts a journaling intervention to examine the roles of social impact and social worth interventions in stimulating employees&#x02019; occupational calling. <br>Theoretically, this study enriches and extends calling literature on the conceptualization, antecedents, and micro-interventions. First, it provides a new perspective for understanding the connotation and structure of occupational calling. Occupational calling is a concept with strong cultural dependence, and different cultural groups may have different understandings. Considering the cultural differences between the East and the West, and the rich interpretation of China culture itself, this study takes the emic orientation to deeply explore the connotation and structure of the occupational calling in the context of China, and develops a measurement tool. Second, this study expands and enriches the research on the antecedents of occupational calling. Generally, there are few researches on the antecedents and influencing mechanisms of occupational calling. To date, limited studies mostly use cross-sectional research, and the causal relationship between variables is difficult to determine. Moreover, the existing research mainly investigates the positive factors of the dynamic change of occupational calling from the facilitation perspective, neglecting the negative factors of calling from the inhibitory perspective. The investigation of the negative factors that cause the dynamic change of occupational calling greatly deepens people&#x02019;s theoretical understanding of the protective factors of occupational calling. Third, it fills the research gap of the stimulating mechanism of occupational calling. Literature shows that the occupational calling can be stimulated through micro-management practice. However, to date, only two studies have explored the stimulation of occupational calling. In this study, the effects of social worth and social value interventions on occupational calling were examined, which fills the important theoretical and practical gap in this field. <br>In practice, this study provides organizations with practical implications for how to protect and improve employees&#x02019; occupational calling. First, it is conducive to solving the management problem that it is difficult to integrate personal goals with organizational goals. How to achieve the integration of personal goals and organizational goals has always been one of the core issues in organizational management. The application of the research results is conducive to the effective integration of organizational goals and employee goals, and to achieve a win-win situation for both organizations and employees. Secondly, the results provide a reliable organizational tool for human resource management studies and practices. On the one hand, it provides an effective cross-cultural empirical tool for scholars to empirical study occupational calling. On the other hand, it provides a reliable personnel selection and evaluation tool for human resource management. Third, this study provides an important scientific support for all kinds of organizations on how to protect, promote and stimulate their employees&#x02019; occupational calling.

The claim that appropriate after-event review might decrease the relative advantage of drawing lessons from failures over drawing lessons from successes was examined in a quasi-field experiment. The results show that performance of soldiers doing successive navigation exercises improved significantly when they were debriefed on their failures and successes after each training day, compared with others who reviewed their failed events only. The findings also show that, before the manipulation, in both groups, learners' mental models of failed events were richer in constructs and links than were their mental models of successful events. This gap closed gradually in subsequent measurements.Copyright 2005 APA, all rights reserved.

A distinction between ruminative and reflective types of private self-attentiveness is introduced and evaluated with respect to L. R. Goldberg's (1982) list of 1,710 English trait adjectives (Study 1), the five-factor model of personality (FFM) and A. Fenigstein, M. F. Scheier, and A. Buss's (1975) Self-Consciousness Scales (Study 2), and previously reported correlates and effects of private self-consciousness (PrSC; Studies 3 and 4). Results suggest that the PrSC scale confounds two unrelated, motivationally distinct dispositions--rumination and reflection--and that this confounding may account for the "self-absorption paradox" implicit in PrSC research findings: Higher PrSC scores are associated with more accurate and extensive self-knowledge yet higher levels of psychological distress. The potential of the FFM to provide a comprehensive framework for conceptualizing self-attentive dispositions, and to order and integrate research findings within this domain, is discussed.