情感型领导对同事关系亲密度与员工创新行为的影响:一个被调节的中介模型

基于中国本土学者提出的情感型领导风格，以社会学习理论与创新成分模型为理论视角，考察了情感型领导对员工创新行为的影响，探讨了同事关系亲密度的中介作用和工作自主性的调节作用。采用层级回归分析、验证性因素分析和基于SPSS插件PROCESS的Bootstrap方法，对收集的360份配对问卷进行分析。结果发现，情感型领导对员工创新行为与同事关系亲密度有显著正向作用；同事关系亲密度中介了情感型领导与创新行为关系；工作自主性调节了情感型领导对同事关系亲密度的影响，工作自主性越高，情感型领导对同事关系亲密度的影响越显著；另外，工作自主性也调节了情感型领导通过同事关系亲密度对工作绩效的间接影响，工作自主性越高，关系亲密度的中介作用越显著。

The Impact of Affective Leadership on Co-worker Relationship Closeness and Employee Innovative Behavior: A Moderated Mediation Model

Based on the affective leadership style proposed by Chinese native scholars and from the perspective of social learning theory and innovation component model, this study examines the impact of affective leadership on employees' innovative behavior, and explores the mediating role of co-worker relationship closeness and the moderating role of job autonomy. Using hierarchical regression analysis, confirmatory factor analysis and bootstrap method based on PROCESS macro for SPSS statistical software, 360 employee-leader paired questionnaires collected from five enterprises at two time points were analyzed and the results support the research hypothesis. The results show that affective leadership has a significant positive effect on employees' innovative behavior and on co-worker relationship closeness, co-worker relationship closeness fully mediates the relationship between affective leadership and innovative behavior. In addition，job autonomy moderates the relationship between affective leadership and co-worker relationship closeness in that the relationship is more positive and stronger when job autonomy is high. Moreover，moderated mediation analysis find that job autonomy moderates the indirect effect of affective leadership on employees' innovative behavior via co-worker relationship closeness.