领导委派如何影响中层管理者内创业行为——积极追随力与多任务时间取向的调节作用

doi:10.6049/kjjbydc.2020070835

科技进步与对策

2020, Vol. 37

Issue (23): 144-151 DOI: 10.6049/kjjbydc.2020070835

科技人才培育

本期目录 | 过刊浏览 | 高级检索

领导委派如何影响中层管理者内创业行为——积极追随力与多任务时间取向的调节作用

余维新¹,熊文明²

（1.南京邮电大学管理学院，江苏南京 210003；2.南京大学商学院，江苏南京 210093)

How does Delegation Influence Middle Managers' Intrapreneurship Behavior

Yu Weixin¹,Xiong Wenming²

(1.School of Management,Nanjing University of Posts and Telecommunications,Nanjing 210003，China; 2.School of Business,Nanjing University,Nanjing 210093，China)

摘要
图/表
参考文献
相关文章 (15)

全文: PDF (1341 KB) HTML (1 KB)
输出: BibTeX | EndNote (RIS)

摘要中层管理者作为战略性角色和操作性角色的结合体，其连接着内外部与上下级，是公司创业的重要力量。以20家企业201位中层管理者作为研究对象，对领导委派与中层管理者内创业行为关系进行研究。结果发现：领导委派对中层管理者内创业行为具有正向影响；积极追随力在领导委派与中层管理者内创业行为间起部分中介作用；中层管理者的多任务时间取向对领导委派影响中层管理者内创业行为的直接效应具有调节作用，对领导委派通过积极追随力影响中层管理者内创业行为的中介效应也具有调节作用。研究结论不仅有助于丰富内创业理论和追随理论，还可为激活中层管理者内创业行为提供重要实践启示。

	服务

	把本文推荐给朋友
	加入我的书架
	加入引用管理器
	E-mail Alert
	RSS
	作者相关文章
	余维新
	熊文明

关键词 ：领导委派, 中层管理者, 内创业行为, 积极追随力, 多任务时间取向

收稿日期: 2020-10-27

ZTFLH:

F272.91

基金资助:国家自然科学基金项目(72004101)；教育部人文社会科学基金项目（19YJC630209）；江苏高校哲学社会科学研究项目（2018SJA0071）

作者简介: 余维新（1987—），男，河南商城人，博士，南京邮电大学管理学院讲师，研究方向为创新与创业管理；熊文明（1991—），女，河南潢川人，南京大学商学院博士研究生，研究方向为创业管理。本文通讯作者：熊文明。

引用本文:

余维新,熊文明. 领导委派如何影响中层管理者内创业行为——积极追随力与多任务时间取向的调节作用[J]. 科技进步与对策, 2020, 37(23): 144-151.
Yu Weixin,Xiong Wenming. How does Delegation Influence Middle Managers' Intrapreneurship Behavior. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2020, 37(23): 144-151.

链接本文:

http://www.kjjb.org/CN/10.6049/kjjbydc.2020070835 或 http://www.kjjb.org/CN/Y2020/V37/I23/144

[1] BIERWERTH M,SCHWENS C,ISIDOR R,et al.Corporate entrepreneurship and performance: a meta-analysis[J].Small Business Economics,2015,45(2): 255-278.
[2] 徐世勇,张柏楠,刘燕君,等.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[J].科技进步与对策,2019,36(20):134-143.
[3] 王凤霞,夏爽,陈亚娟.中基层员工主导型公司创业过程研究——基于腾讯公司的探索性案例设计[J].科技进步与对策,2018,35(12):107-116.
[4] URBAN B,NIKOLOV K.Sustainable corporate entrepreneurship initiatives: a risk and reward analysis[J].technological and Economic Development of Economy,2013,19(12): 383-408.
[5] KANTER R M.Supporting innovation and venture development in established companies[J].Journal of Business Venturing,1985(1): 47-60.
[6] HORNSBY J S,KURATKO D F,ZAHRA S A.Middle managers' perception of the internal environment for corporate entrepreneurship: assessing a measurement scale[J].Journal of Business Venturing,2002(17): 49-63.
[7] KURATKO D F,HORNSBY J S,NAFFZIGER D W,et al.Implementing entrepreneurial thinking in established organizations[J].SAM Advanced Management Journal,1993,58(1): 28-33.
[8] SCHULER R S.Fostering and facilitating entrepreneurship in organizations: implications for organization structure and human resource management practices[J].Human Resource Management,1986(25): 607-629.
[9] TYLER T R,LIND E A.A relational model of authority in groups[J].Advances in Experimental Social Psychology,1992(25):115-192.
[10] AKINOLA M，MARTIN A E，PHILLIPS K W.To delegate or not to delegate：gender differences in affective associations and behavioral responses to delegation [J].Academy of Management Journal,2018,61(4):1467-1491.
[11] CHEN Z X,ARYEE S.Delegation and employee work outcomes：an examination of the cultural context of mediating processes in China [J].Academy of Management Journal,2007,50(1):226-238.
[12] YUKL G，FU P P.Determinants of delegation and consultation by managers[J].Journal of Organizational Behavior,1999,20(2):219-232.
[13] 许晟.调节焦点视角员工追随选择分化:前因与后果的影响机制[J].心理科学进展,2018,26(3):400-410.
[14] 曾之光,任旭林,范于丹.领导部属关系好就能激发下属积极追随 [J].科研管理,2020,41(2):257-266.
[15] 许晟,贺雨昕.家长式领导行为调节取向对员工追随选择的影响[J].江西社会科学,2018,38(7):228-239+256.
[16] 王尧,章凯,张娇娇,等.领导可信赖性:委派效应的分水岭及其消极面的形成机制[J].管理世界,2019,35(2):185-196.
[17] 吴建祖,李英博.感知的创业环境对中层管理者内部创业行为的影响研究[J].管理学报,2015,12(1):111-117.
[18] FULOP L.Middle managers: victims or vanguards of the entrepreneurial movement[J].Journal of Management Studies,1991,28(1):25-44.
[19] FLOYD S W,WOOLDRIDGE B.Knowledge creation and social networks in corporate entrepreneurship: the renewal of organizational capability[J].Entrepreneurship Theory and Practice,1999,23(3):123-143.
[20] REN C R,GUO C.Middle managers' strategic role in the corporate entrepreneurial process: attention-based effects[J].Journal of Management,2011,37(6):1586-1610.
[21] KURATKO D F,IRELAND R D,COVIN J G,et al.A model of middle-level managers' entrepreneurial behavior[J].Entrepreneurship Theory and Practice,2005,29(6):699-716.
[22] JOKISAARI M,VUORI J.Leaders' resources and newcomer socialization: the importance of delegation[J].Journal of Managerial Psychology,2018,33(2):161-175.
[23] 周文杰,宋继文,李浩澜.中国情境下追随力的内涵、结构与测量[J].管理学报,2015,12(3):355-363.
[24] DIXON G,WESTBROOK J.Followers revealed[J].Engineering Management Journal,2003,15(1):19-26.
[25] PEARCE C L,MANZ C C.The new silver bullets of leadership: the importance of self and shared leadership in knowledge work[J].Organizational Dynamics,2005,34(2):130-140.
[26] CARSTEN M K,UHL-BIEN M,WEST B J,et al.Exploring social constructions of followership: a qualitative study[J].Leadership Quarterly,2010,21(3):543-562.
[27] LINDQUIST J D，KAUFMAN-SCARBOROUGH C J.The polychronic-monochronic tendency model: PMTS scale development and validation[J].Time ＆ Society，2007,16( 2) :253-285.
[28] 丁雪,张骁,杨忠.“一心多用”研究:理论梳理及未来展望[J].经济管理,2017,39(5):177-192.
[29] WONG S I,GIESSNER S R.The thin line between empowering and laissez-faire leadership: an expectancy-match perspective[J].Journal of Management,2018,44(2):757-783.
[30] HECHT T D,ALLEN N J.Exploring links between polychronicity and well-being from the perspective of person-job fit: does it matter if you prefer to do only one thing at a time[J].Organizational Behavior & Human Decision Processes,2005,98(2):155-178.
[31] MADJAR N,OLDHAM,G R.Task rotation and polychronicity: effects on individuals creativity[J].Human Performance,2006,19(2):117-131.
[32] KANTROWITZ T M,GRELLE D M,BEATY J C,et al.Time is money: polychronicity as a predictor of performance across job levels[J].Human Performance,2012,25(2):114-137.
[33] 倪渊,李翠.内隐创业领导与多层次积极追随力的互动机制[J].心理科学进展,2020,28(5):711-730.
[34] 曹元坤,许晟.部属追随力:概念界定与量表开发[J].当代财经,2013,34(3):84-91.
[35] GAWKE J C,GORGIEVSKI M J,BAKKER A B.Measuring intrapreneurship at the individual level: development and validation of the Employee Intrapreneurship Scale (EIS) [J].European Management Journal,2019,37(6): 1-12.
[36] DAWSON J F.Moderation in management research: what,why,when,and how[J].Journal of Business and Psychology,2014,29(1): 1-19.
[37] 温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补[J].心理学报,2014,46(5):714-726.
[38] HUY Q N,CORLEY K G,KRAATZ M S.From support to mutiny: shifting legitimacy judgments and emotional reactions impacting the implementation of radical change[J].Academy of Management Journal,2014,57(6):1650-1680.