员工具有持续创造力是企业应对不确定性的解决之道。在市场竞 争愈加激烈和技术变革愈加迅速的环境下，许多组织和领导者已经意 识到通过领导授权赋能激发员工创造力的重要性和紧迫性，但学术界 鲜有从领导授权赋能角度对员工创造力的实证研究，其内在作用机制 有待进一步探讨。为此，本研究以社会交换理论、社会认同理论为基 础，引入组织认同为中介变量、成就动机和领导支持创造力为调节变 量，构建领导授权赋能影响员工创造力的有调节的中介模型，深入探 究其中的作用机制和影响动态性问题，以期为管理实践提供理论支持 和指导。 本研究采用问卷调查法获取了 211 份有效问卷，并采用统计分析 方法进行数据分析，研究发现，领导授权赋能对组织认同和员工创造 力均有显著正向影响；组织认同能显著提高员工创造力；组织认同在 领导授权赋能与员工创造力的关系中存在部分中介作用；成就动机在 领导授权赋能与组织认同的关系中起正向调节作用；领导支持创造力 在组织认同与员工创造力的关系中起正向调节作用；成就动机和领导 支持创造力分别对组织认同的中介作用具有正向调节效应。 以上研究结论揭示了领导授权赋能通过组织认同影响员工创造II 力的作用机制以及成就动机和领导支持创造力在其中的影响，在丰富 和完善领导授权赋能、员工创造力相关研究的同时，解答了领导者如 何有效激发员工创造力的困惑，为企业管理实践提供了理论依据和指 导。 关键词，领导授权赋能，员工创造力，组织认同，成就动机，领导支 持创造力 论文类型，应用基础研究III Linking Leader Empowerment and Employee Creativity，A Moderated Mediation Model Abstract The continuous creativity of employees is the solution to the uncertainty of the company. In an environment of increasingly fierce market competition and more rapid technological change，many organizations and leaders have realized the importance and urgency of stimulating employee creativity through leader empowerment. However ， there is little empirical research on employee creativity from the perspective of leader empowerment，and its internal mechanism needs to be further explored. To this end，based on social exchange theory and social identity theory，this study introduces organizational identity as mediator，achievement motivation and leader encouragement of creativity as adjustment variables ， and constructs a moderated mediation model that linking leader empowerment and employee creativity. In-depth study of the mechanism of action and impact dynamics，in order to provide theoretical support and guidance for management practices. In this study，211 valid questionnaires were obtained by questionnaire survey， and statistical analysis methods were used for data analysis. The study found that leader empowerment has a significant positive impact on organizational identity and employee creativity; organizational identity can significantly improve employee creation. Organizational identity has a partial intermediary role in the relationship between leader empowerment and employee creativity; achievement motivation plays a positive moderating role in the relationship between leader empowerment and organizational identity; leader encouragement of creativity plays a positive moderating role in the relationship between organizational identity and employee creativity; achievement motivation and leader encouragement of creativity have positive moderating effects on organizational identity mediation respectively. The above research findings reveal the role of leader empowerment through organizational identity influencing employee creativity，as well as the impact of achievement motivation and leader encouragement of creativity. While enriching and perfecting the research on leadership empowerment and employee creativity，it answers the confusion of how leaders can effectively stimulate employee creativityIV and provides theoretical basis and guidance for enterprise management practice. KEY WORDS，Leader Empowerment; Employee Creativity; Organizational Identity; Achievement Motivation; Leader Encouragement of Creativity TYPE OF DISSERTATION / THESIS，Application Fundamental浙江工业大学硕士学位论文 领导授权赋能与员工创造力的关系研究，一个有调节的中介模型 V 目 录 1 绪论.........................................................................................................1 1.1 研究背景..........................................................................................................1 1.2 研究目的及意义..............................................................................................2 1.2.1 研究目的................................................................................................2 1.2.2 研究意义................................................................................................2 1.3 技术路线...........................................................................................................2 1.4 研究框架与结构..............................................................................................3 1.5 研究方法..........................................................................................................4 1.6 研究创新点......................................................................................................5 2 文献综述 ................................................................................................6 2.1 领导授权赋能..................................................................................................6 2.1.1 领导授权赋能的概念和内涵................................................................6 2.1.2 领导授权赋能的维度和测量................................................................7 2.1.3 领导授权赋能的影响因素....................................................................9 2.2 组织认同........................................................................................................10 2.1.1 组织认同的概念和内涵......................................................................10 2.2.2 组织认同的维度与测量...................................................................... 11 2.2.3 组织认同的影响研究..........................................................................13 2.3 员工创造力....................................................................................................15 2.3.1 员工创造力的概念和内涵..................................................................15 2.3.2 员工创造力的维度和测量..................................................................16 2.3.3 员工创造力的影响研究......................................................................17 2.4 成就动机........................................................................................................19 2.4.1 成就动机的内涵..................................................................................19 2.4.2 成就动机的相关研究..........................................................................20 2.5 领导支持创造力............................................................................................20 2.5.1 领导支持创造力的来源和内涵..........................................................20 2.5.2 领导支持创造力的相关研究..............................................................21 2.6 研究评述.........................................................................................................22 3 模型构建与研究假设 ..........................................................................23 3.1 模型构建........................................................................................................23浙江工业大学硕士学位论文 领导授权赋能与员工创造力的关系研究，一个有调节的中介模型 VI 3.3 研究假设........................................................................................................24 3.3.1 领导授权赋能与员工创造力..............................................................24 3.3.2 领导授权赋能与组织认同..................................................................25 3.3.3 组织认同与员工创造力......................................................................25 3.3.4 组织认同的中介作用..........................................................................26 3.3.5 成就动机的调节作用..........................................................................26 3.3.6 领