Leader-member exchange and follower creativity: the moderating roles of leader and follower expectations for creativity

被引：51

作者：

Qu, Rujie ^{[1
,3
]}

Janssen, Onne ^{[2
]}

Shi, Kan ^{[1
]}

机构：

[1] Univ Chinese Acad Sci, Sch Management, Beijing, Peoples R China

[2] Univ Groningen, Fac Econ & Business, Groningen, Netherlands

[3] East China Normal Univ, Sch Publ Adm, Shanghai, Peoples R China

来源：

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2017年 / 28卷 / 04期

基金：

中国国家自然科学基金;

关键词：

Follower creativity; follower self-expectations for creativity; leader creativity expectations; leader-member exchange; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; VERTICAL DYAD LINKAGE; EMPLOYEE CREATIVITY; TRANSFORMATIONAL LEADERSHIP; INNOVATIVE BEHAVIOR; VALUE CONGRUENCE; SELF-EFFICACY; EXPLICIT KNOWLEDGE; CONTEXTUAL FACTORS; WORK-ENVIRONMENT;

D O I：

10.1080/09585192.2015.1105843

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

We examined leader and follower expectations for creativity as moderators in the relationship between leader-member exchange (LMX) and follower creativity. The results of a survey among 193 leader-follower dyads from two high-tech companies in mainland China show that LMX positively relates to follower creativity, and that leader and follower expectations for creativity moderate this relationship. Specifically, the relationship between LMX and follower creativity is positive and significant when either leaders or followers, or both leaders and followers, set high rather than low expectations for creativity, with the highest level of follower creativity observed when leaders and followers congruently hold high creativity expectations. In contrast, the LMX-follower creativity relationship is blurred when leaders and followers congruently hold low expectations for creativity. We discuss the relevance of these results from theoretical and professional perspectives.

引用

页码：603 / 626

页数：24

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