CAJ | 학술논문

从自我领导角度探究影响员工创新行为是回答“如何有效激发员工创新行为”的新视角。本文以369名电子通讯制造企业的研发人员为对象，基于自我领导相关理论，探究自我领导通过组织自尊的中介作用对员工创新行为的影响机理。实证结果表明：自我领导以及组织自尊对员工创新行为都具有显著的正向影响，组织自尊在自我领导的“设想成功表现、自我对话、自我奖赏、自我惩罚”4个维度上对员工创新行为的影响中具有部分中介效应，在“自我目标设置”维度上则具有完全中介作用。
종자아령도각도탐구영향원공창신행위시회답“여하유효격발원공창신행위”적신시각。본문이369명전자통신제조기업적연발인원위대상，기우자아령도상관이론，탐구자아령도통과조직자존적중개작용대원공창신행위적영향궤리。실증결과표명：자아령도이급조직자존대원공창신행위도구유현저적정향영향，조직자존재자아령도적“설상성공표현、자아대화、자아장상、자아징벌”4개유도상대원공창신행위적영향중구유부분중개효응，재“자아목표설치”유도상칙구유완전중개작용。
Exploring the internal mechanism of“How can stimulate employee innovative behavior effectively”from the self-leadership is a new perspective. Based on the theory of self-leadership,with the data from a sample of 369 R&D employees through questionnaire survey, the paper studies the impact of self-leadership and organization-based self-esteem( OBSE) on employee’ s innovation behavior and the mediating effect of OBSE between self-leadership and employee ’ s innovation behavior. The empirical results show that self-leadership and OBSE have a positive effect on employee ’ s innovation behaviors. The results also show that the relationship of self-leadership’ s four dimension:visualizing successful perform-ance, self-talk, self-reward, self-punishment and employee ’ s innovation behavior was partially mediated by OBSE, another dimension“self-goal setting” was completely mediated by OBSE.