The Impact of Leader Empathy on Employee Innovation Performance in Digital Transformation: A Regulated Dual-intermediary Model

Abstract

Abstract:

Based on the theory of leadership traits and the social information processing theory, with employees of 58 domestic companies which have carried out digital transformation as the survey samples, this paper explores the relationship between the leader empathy and employees’ innovation performance in workplace, focusing on the mediating role played by the achievement needs and the role stress, and the moderating effect of the organizational error management climate. The analysis of the matching data of 157 managers and 784 employees shows that the leader empathy is positively related to employees’ achievement needs and innovation performance, but negatively correlated with employees’ role stress. In addition, the relationship between the leader empathy and employees’ innovation performance is mediated respectively by the achievement needs and the role pressure. At last, the error management climate not only regulates the relationship between the leader empathy and employees’ achievement needs and role stress, but also explains its regulating effect on the two mediating variables of the achievement needs and the role stress.

Key words: Leader Empathy, Role Stress, Need for Achievement, Error Management Climate, Employee Innovation Performance, Digital Transformation

摘要：

基于领导特质理论和社会信息加工理论,以开展数字化转型的企业为调研样本,对职场中领导共情能力与员工创新绩效之间的关系进行了逻辑阐述,重点考察成就需要和角色压力在二者之间发挥的中介作用及组织差错管理氛围的调节效应。通过对管理者和员工的配对数据分析,结果表明:领导共情能力与员工的成就需要和创新绩效呈正相关关系,与员工角色压力呈负相关关系;成就需要和角色压力分别在领导共情能力与员工创新绩效之间起中介作用;差错管理氛围不仅分别调节了领导共情能力与员工成就需要、角色压力之间的关系,还能解释其对成就需要、角色压力这两个中介变量的调节作用。

关键词: 数字化转型, 领导共情能力, 角色压力, 成就需要, 差错管理氛围, 员工创新绩效

CLC Number:

F272.92

LI Zhengdong. The Impact of Leader Empathy on Employee Innovation Performance in Digital Transformation: A Regulated Dual-intermediary Model[J]. Collected Essays on Finance and Economics, 2022, 38(2): 89-100.

李正东. 数字化转型中领导共情对员工创新绩效的影响研究——一个有调节的双中介模型[J]. 财经论丛, 2022, 38(2): 89-100.

Figures/Tables 8

References 33

[1]	Verhoef P. C., Broekhuizen T., Bart Y., et al. Digital Transformation: A Multidisciplinary Reflection and Research Agenda[J]. Journal of Business Research, 2021, 122(1):889-901. DOI URL
[2]	Andreychik M. R. Feeling Your Joy Helps Me to Bear Feeling Your Pain: Examining Associations Between Empathy for Others’ Positive Versus Negative Emotions and Burnout[J]. Personality and Individual Differences, 2019, 137(1):147-156. DOI URL
[3]	Sluss D. M., Ashforth B. E. Relational Identity and Identification: Defining Ourselves Through Work Relationships[J]. Academy of Management Review, 2007, 32(1):9-32. DOI URL
[4]	仲理峰, 孟杰, 高蕾. 道德领导对员工创新绩效的影响: 社会交换的中介作用和权力距离取向的调节作用[J]. 管理世界, 2019, 35(5):149-160.
[5]	Westerman C. Y. K., Reno K. M., Heuett K. B. Delivering Feedback: Supervisors’ Source Credibility and Communication Competence[J]. International Journal of BusinessCommunication, 2018, 55(4):526-556.
[6]	王辉, 彭倩. 共享领导对员工创造力的“双刃剑”效应——心理安全感和角色压力的作用[J]. 财经理论与实践, 2020, 41(2):138-144.
[7]	刘美玉, 王季. 谦逊领导如何影响员工创造力?——员工归因和心理安全的双重视角[J]. 经济管理, 2020, 42(3):102-116.
[8]	Gilstrap J. B., Collins B. J. The Importance of Being Trustworthy: Trust as A Mediator of the Relationship Between Leader Behaviors and Employee Job Satisfaction[J]. Journal of Leadership & Organizational Studies, 2012, 19(2):152-163.
[9]	Wang Z., Singh S. N., Li Y. J., et al. Effects of Employees’ Positive Affective Displays on Customer Loyalty Intentions: An Emotions-as-Social-Information Perspective[J]. Academy of Management Journal, 2017, 60(1):109-129. DOI URL
[10]	Mayfield M., Mayfield J. Effective Performance Feedback for Learning in Organizations and Organizational Learning[J]. Development and Learning in Organizations, 2012, 26(1):15-18.
[11]	Mayfield M. Making Garden Variety Creativity a Strategic Priority[J]. Business Strategy Series, 2013, 10(6):345-351. DOI URL
[12]	刘夏怡, 万文海. 领导者共情能力对适应性绩效影响机制研究——工作重塑的中介作用[J]. 科技与经济, 2016, 29(5):70-75.
[13]	Jex S M., Adams G. A., Bachrach D. G., et al. The Impact of Situational Constraints, Role Stressors, and Commitment on Employee Altruism.[J]. Journal of Occupational Health Psychology, 2003, 8(3):171-180. DOI URL
[14]	Judge T. A., Kammeyer-Mueller J. D. Job Attitudes[J]. Annual Review of Psychology, 2012, 63(1):341-367. DOI URL
[15]	Perry-Smith J. E., Mannucci P. V. From Creativity to Innovation: The Social Network Drivers of the Four Phases of the Idea Journey[J]. Academy of Management Review, 2017, 42(1):53-79. DOI URL
[16]	张秀娥, 王超. 成就需要对创业意向的影响——风险倾向和创业警觉性的双重中介作用[J]. 软科学, 2019, 33(7):34-39.
[17]	Lord R. G., Maher K. J. Leadership and Information Processing: Linking Perceptions and Performance[M]. New York: Routledge, 2002.
[18]	Chen Y., Liu B., Zhang L., et al. Can Leader “Humility” Spark Employee “Proactivity”? The Mediating Role of Psychological Empowerment[J]. Leadership & Organization Development Journal, 2018, 39(13):326-339.
[19]	Edmondson A. C., Lei Z. Psychological Safety: The History, Renaissance, and Future of An Interpersonal Construct[J]. Annual Review of Organizational Psychology and Organizational Behavior, 2014, 1(1):23-43. DOI URL
[20]	罗瑾琏, 花常花, 钟竞. 谦卑型领导对知识员工创造力的影响及作用机制研究: 一个被中介的调节模型——基于社会认知的视角[J]. 研究与发展管理, 2016, 28(4):106-116.
[21]	Andreychik M. R., Lewis E. Will You Help Me to Suffer Less? How About to Feel more Joy? Positive and Negative Empathy Are Associated with Different Other-Oriented Motivations[J]. Personality and Individual Differences, 2017, 105(1):139-149. DOI URL
[22]	张印轩, 崔琦, 何燕珍, 等. 新生代员工易变性职业生涯态度对创造力的影响——一个被调节的中介模型[J]. 科技进步与对策, 2020, 37(16):128-134.
[23]	Van Dyck C., Frese M., Baer M., et al. Organizational Error Management Culture and Its Impact on Performance: A Two-Study Replication[J]. The Journal of Applied Psychology, 2005, 90(6):1228-1240. DOI URL
[24]	Cassar V., Bezzina F., Fabri S., et al. Work Stress in the 21st Century: A Bibliometric Scan of the First 2 Decades of Research in This Millennium[J]. The Psychologist-Manager Journal, 2020, 23(2):47-75. DOI URL
[25]	王艳子, 赵秀秀. 员工建设性越轨行为的激发机制: 差错管理氛围的视角[J]. 财经论丛, 2020. 265(11):93-102.
[26]	周洁, 张建卫, 李海红, 等. 差错是创新之源吗?——双元视角下组织差错管理氛围对国防研发人员创新能力的作用机制[J]. 预测, 2020, 39(6):1-9.
[27]	周星, 程坦. 领导容错行为能否提高员工的积极性?——一项跨层次研究[J]. 经济管理, 2020, 42(1):109-124.
[28]	Cigularov K. P., Chen P. Y., Rosecrance J. The Effects of Error Management Climate and Safety Communication on Safety: A Multi-Level Study[J]. Accident Analysis and Prevention, 2010, 42(5):1498-1506. DOI URL
[29]	李超平, 张翼. 角色压力源对教师生理健康与心理健康的影响[J]. 心理发展与教育, 2009, 25(1):114-119.
[30]	Steers R., Braunstein D. N. A Behaviorally-based Measure of Manifest Needs in Work Settings[J]. Journal of Vocational Behavior, 1976, 9(2):251-266. DOI URL
[31]	姚艳虹, 衡元元. 知识员工创新绩效的结构及测度研究[J]. 管理学报, 2013, 10(1):97-102.
[32]	郑晓明, 刘琛琳. 共情领导力——数字化时代智能组织管理的新挑战[J]. 清华管理评论, 2020, 10(6):12-19.
[33]	Clark Malissa A., Robertson Melissa M., Young Stephen. “I Feel Your Pain”: A Critical Review of Organizational Research on Empathy[J]. Journal of Organizational Behavior, 2019, 40(2):166-192. DOI

因子模型	χ²	df	χ²/df	RMSEA	RMR	CFI	IFI	TLI
LE; EMC; RS; NA; EIP	532.683	192	2.774	0.038	0.032	0.983	0.983	0.978
LE; EMC; RS+NA; EIP	730.487	196	3.727	0.048	0.037	0.974	0.974	0.966
LE+EMC; RS+NA; EIP	2560.174	199	12.865	0.100	0.109	0.883	0.884	0.852
LE+EMC+RS+NA; EIP	2764.062	201	13.752	0.103	0.110	0.874	0.874	0.841
LE+EMC+RS+NA+EIP	2843.339	202	14.076	0.104	0.111	0.870	0.870	0.837

因子模型	χ²	df	χ²/df	RMSEA	RMR	CFI	IFI	TLI
LE; EMC; RS; NA; EIP	532.683	192	2.774	0.038	0.032	0.983	0.983	0.978
LE; EMC; RS+NA; EIP	730.487	196	3.727	0.048	0.037	0.974	0.974	0.966
LE+EMC; RS+NA; EIP	2560.174	199	12.865	0.100	0.109	0.883	0.884	0.852
LE+EMC+RS+NA; EIP	2764.062	201	13.752	0.103	0.110	0.874	0.874	0.841
LE+EMC+RS+NA+EIP	2843.339	202	14.076	0.104	0.111	0.870	0.870	0.837

变量	M	SD	1	2	3	4	5
1.角色压力	1.86	0.76	1
2.成就需要	2.87	1.45	-0.146^*	1
3.创新绩效	2.23	0.57	-0.159^**	0.463^**	1
4.领导共情能力	1.76	0.67	-0.107^**	0.417^**	0.475^**	1
5.差错管理氛围	1.43	0.77	-0.132^***	0.127^*	0.229^**	0.467^**	1

变量	M	SD	1	2	3	4	5
1.角色压力	1.86	0.76	1
2.成就需要	2.87	1.45	-0.146^*	1
3.创新绩效	2.23	0.57	-0.159^**	0.463^**	1
4.领导共情能力	1.76	0.67	-0.107^**	0.417^**	0.475^**	1
5.差错管理氛围	1.43	0.77	-0.132^***	0.127^*	0.229^**	0.467^**	1

变量	角色压力		成就需要		员工创新绩效
变量	模型1	模型2	模型3	模型4	模型5	模型6	模型7	模型8	模型9	模型10
截距	4.323^***	7.239^***	8.353^***	9.138^***	6.003^***	6.449^***	6.422^***	6.171^***	5.374^***	5.482^***
个体控制变量
性别	0.023	0.011	-0.151	-0.056^**	-0.108^***	-0.012	-0.102^**	0.013	-0.011	0.017
年龄	0.017	0.023	0.043	0.015	0.000	-0.027	0.000	-0.036	-0.024	-0.036
学历	0.025	0.043	0.121^***	0.019	0.123^***	0.030	0.113^***	0.034	0.034	0.019^*
工作岗位	0.068^**	0.065^**	0.027	0.030	0.003	0.005	0.020	-0.019	0.011	-0.010
变量	角色压力		成就需要		员工创新绩效
变量	模型1	模型2	模型3	模型4	模型5	模型6	模型7	模型8	模型9	模型10
组织控制变量
企业性质	-0.057^*	-0.064^*	0.045	0.013	0.041	0.007	0.031	0.005	0.003	0.000
企业规模	0.050^*	0.058^*	0.011	-0.024	0.024	-0.008	0.014	0.019	-0.003	0.004
企业发展阶段	0.016	0.024	0.020	0.007	0.021	0.007	0.020	0.004	0.008	0.003
自变量
领导共情能力		-0.381^***		0.460^***		0.457^***			0.261^***	0.295^***
中介变量
角色压力							-0.584^***		-0.514^***
成就需要								0.463^***		0.352^***
方差
组内方差(σ²)	0.023	0.043	0.040	0.560	0.031	0.557	0.067	0.622	0.551	0.456
组间方差(τ₀₀)	0.017	0.039	0.037	0.533	0.027	0.538	0.060	0.617	0.539	0.435