Like-Minded Cooperators—The Research on the Relationship between the CEO Transformational Leadership and the Innovation Behavior of Designer — Oak Academic Publishing
Research ArticleOpen AccessGoogle Scholar indexed
Like-Minded Cooperators—The Research on the Relationship between the CEO Transformational Leadership and the Innovation Behavior of Designer
West Yan’an Road Campus, Glorious Sun School of Business and Management, Donghua University, Shanghai, China
,
West Yan’an Road Campus, Glorious Sun School of Business and Management, Donghua University, Shanghai, China
1 West Yan’an Road Campus, Glorious Sun School of Business and Management, Donghua University, Shanghai, China
2 West Yan’an Road Campus, Glorious Sun School of Business and Management, Donghua University, Shanghai, China
Based on the human-environment interaction theory, this study intends to expand the existing ASA model by combining the leadership behavior theory and organizational identity theory, and focuses on the role of the model in linking the innovation performance of the CEO and the R & D staff. Through the above research, the connection path between CEO transformational leadership at the organizational level and employee performance at the individual level has been opened up, and the relationship model between transformational leadership and employee creative behavior has been constructed. Besides, the variable relationship in the model has been verified by collecting questionnaires from fashion designers of 640 clothing enterprises. Data results show that the CEO of transformational leadership on employee leadership fit has a significant positive influence, staff leadership fit have a significant positive influence on identification of leadership, and leadership identity for employees’ innovation performance has a significant role in promoting, organizational political climate between CEO of transformational leadership and employee leadership fit to play an important inhibitory effect, namely the high organizational political climate, CEO of transformational leadership has been weakened by the influence to fit the leadership of the staff will be. This research will be an effective supplement to the recent research on innovation behavior and innovation performance at the enterprise and individual levels.
KeywordsCEO Transformational LeadershipOrganizational Here ClimatePerson-Supervisor FitThe Personal IdentificationThe Employee Innovation
Abedi Jafari, H., & Aghaz, A. (2008). Transformational Leadership and Organizational Culture. Knowledge Management Quarterly.
Adkins, C. L., & Russell, C. J. (1997). Supervisor-Subordinate Work Value Congruence and Subordinate Performance: A Pilot Study. Journal of Business & Psychology, 12, 205-218. https://doi.org/10.1023/A:1025074219049
Avolio, B. J., & Bass, B. M. (1995). Individual Consideration Viewed at Multiple Levels of Analysis: A Multi-Level Framework for Examining the Diffusion of Transformational Leadership. The Leadership Quarterly, 6, 199-218. https://doi.org/10.1016/1048-9843(95)90035-7
Bass, B. M. (1999). Two Decades of Research and Development in Transformational Leadership. European Journal of Work and Organizational Psychology, 8, 9-32. https://doi.org/10.1080/135943299398410
Basu, R., & Green, S. G. (1997). Leader-Member Exchange and Transformational Leadership: An Empirical Examination of Innovative Behaviors in Leader-Member Dyads. Journal of Applied Social Psychology, 27, 477-499. https://doi.org/10.1111/j.1559-1816.1997.tb00643.x
Becker, W. J., Cropanzano, R., & Sanfey, A. G. (2011). Organizational Neuroscience: Taking Organizational Theory Inside the Neural Black Box. Journal of Management, 37, 933-961. https://doi.org/10.1177/0149206311398955
Bentler, P. M., & Bonett, D. G. (1980). Significance Tests and Goodness of Fit in the Analysis of Covariance Structures. Psychological Bulletin, 88, 588-606. https://doi.org/10.1037/0033-2909.88.3.588
Boehm, S. A., Dwertmann, D. J. G., Bruch, H. et al. (2015). The Missing Link? Investigating Organizational Identity Strength and Transformational Leadership Climate as Mechanisms That Connect CEO Charisma with Firm Performance. The Leadership Quarterly, 26, 156-171. https://doi.org/10.1016/j.leaqua.2014.07.012
Braun, S., Peus, C., Weisweiler, S. et al. (2013). Transformational Leadership, Job Satisfaction, and Team Performance: A Multilevel Mediation Model of Trust. The Leadership Quarterly, 24, 270-283. https://doi.org/10.1016/j.leaqua.2012.11.006
Byrne, D. (1971). The Attraction Paradigm. New York: Academic Press.
Byrne, D., Clore, G. L., & Smeaton, G. (1986). The Attraction Hypothesis: Do Similar Attitudes Affect Anything? Journal of Personality and Social Psychology, 51, 1167-1170. https://doi.org/10.1037/0022-3514.51.6.1167
Cable, D. M., & Derue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87, 875-884. https://doi.org/10.1037/0021-9010.87.5.875
Cai, Y. H., Jia, L. D., & You, S. Y. (2013). The Influence of Differentiated Transformational Leadership on Knowledge Sharing and Team Creativity. Journal of Psychology, 45, 585-598. https://doi.org/10.3724/SP.J.1041.2013.00585
Caplan, R. D. (1987). Person-Environment Fit Theory and Organizations: Commensurate Dimensions, Time Perspectives, and Mechanisms. Journal of Vocational Behavior, 31, 248-267. https://doi.org/10.1016/0001-8791(87)90042-X
Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit. Academy of Management Review, 14, 333-349. https://doi.org/10.5465/amr.1989.4279063
Cortina, J. M., Chen, G., & Dunlap, W. P. (2001). Testing Interaction Effects in LISREL: Examination and Illustration of Available Procedures. Organizational Research Methods, 4, 324-360. https://doi.org/10.1177/109442810144002
Dexter, L. A. (1976). Organizational and Political Climate: A Preliminary Discussion. Political Methodology, 3, 141-158.
Dhar, R. L. (2016). Ethical Leadership and Its Impact on Service Innovative Behavior: The Role of LMX and Job Autonomy. Tourism Management, 57, 139-148. https://doi.org/10.1016/j.tourman.2016.05.011
Drory, A. (1993). Perceived Political Climate and Job Attitudes. Organization Studies, 14, 59-71. https://doi.org/10.1177/017084069301400105
Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. In C. L. Cooper, & I. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology. International Review of Industrial and Organizational Psychology (Vol. 6, 283-357). Hoboken, NJ: John Wiley & Sons.
Fang, W. (2008). Group Qualification: A New Approach to Social Identity Events. Journal of China Agricultural University (Social Sciences), 25, 89-108.
Feng, L. L. (2019). The Discourse Right of Chinese Costume Design under the Pluralistic Pattern. Jiangxi Social Science, 249-253.
Gong, Y., Huang, J., & Farh, J. (2009). Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy. Academy of Management Journal, 52, 765-778. https://doi.org/10.5465/amj.2009.43670890
Gumusluoglu, L., & Ilsev, A. (2009). Transformational Leadership, Creativity, and Organizational Innovation. Journal of Business Research, 62, 461-473. https://doi.org/10.1016/j.jbusres.2007.07.032
Hao, M. (2019). An Analysis of Apparel Design Related Intellectual Property Protection Mode. Intellectual Property, 26-36.
Hoffman, B. J., & Woehr, D. J. (2006). A Quantitative Review of the Relationship between Person-Organization Fit and Behavioral Outcomes. Journal of Vocational Behavior, 68, 389-399. https://doi.org/10.1016/j.jvb.2005.08.003
Hoffman, B. J., Bynum, B. H., Piccolo, R. F. et al. (2011). Person-Organization Value Congruence: How Transformational Leaders Influence Work Group Effectiveness. Academy of Management Journal, 54, 779-796. https://doi.org/10.5465/amj.2011.64870139
Hu, L., Feng, Z., Liu, C. et al. (2014). The Impact of Relative Leader-Member Exchange on Employees’ Work Behaviors as Mediated by Psychological Contract Fulfillment. Social Behavior & Personality An International Journal, 42, 79-88. https://doi.org/10.2224/sbp.2014.42.1.79
Huang, X. (2012). The Romance of Motivational Leadership: How Do Chinese Leaders Motivate Employees? In X. Huang, & M. H. Bond (Eds.), Handbook of Chinese Organizational Behavior: Integrating Theory, Research and Practice (pp. 184-208). Cheltenham: Edward Elgar Publishing.
Janssen, O. (2001). Fairness Perceptions as a Moderator in the Curvilinear Relationships between Job Demands, and Job Performance and Job Satisfaction. Academy of Management Journal, 44, 1039-1050.
Jaussi, K. S., & Dionne, S. D. (2003). Leading for Creativity: The Role of Unconventional Leader Behavior. The Leadership Quarterly, 14, 475-498. https://doi.org/10.1016/S1048-9843(03)00048-1
Jung, D. D., Wu, A., & Chow, C. W. (2008). Towards Understanding the Direct and Indirect Effects of CEOs’ Transformational Leadership on Firm Innovation. The Leadership Quarterly, 19, 582-594. https://doi.org/10.1016/j.leaqua.2008.07.007
Kacmar, K. M., & Ferris, G. R. (1991). Perceptions of Organizational Politics Scale (POPS): Development and Construct Validation. Educational & Psychological Measurement, 51, 193-205. https://doi.org/10.1177/0013164491511019
Kark, R., Shamir, B., & Chen, G. (2003). The Two Faces of Transformational Leadership: Empowerment and Dependency. Journal of Applied Psychology, 88, 246-255. https://doi.org/10.1037/0021-9010.88.2.246
Kerr, R., Garvin, J., Heaton, N. et al. (2006). Emotional Intelligence and Leadership Effectiveness. Leadership & Organization Development Journal, 27, 265-279. https://doi.org/10.1108/01437730610666028
Lee, S., & Dai, H. (2019). “China Style” and “New Chinese” in Costume Design. Industrial Design, 120-121.
Lee, Y., Zhang, W. H., & Long, L. R. (2015). The Influence Mechanism of Self-Sacrificing Leadership on Subordinate’s Work Performance. Psychological Abstract, 47, 653-662.
Ling, Y., Simsek, Z., Lubatkin, M. H. et al. (2008). The Impact of Transformational CEOs on the Performance of Small- to Medium-Sized Firms: Does Organizational Context Matter? Journal of Applied Psychology, 93, 923-934. https://doi.org/10.1037/0021-9010.93.4.923
Link, A. N., & Bozeman, B. (1991). Innovative Behavior in Small-Sized Firms. Small Business Economics, 3, 179-184. https://doi.org/10.1007/BF00400023
Liu, D., Zhang, Z., & Wang, M. (2012). Moderated Mediation and Mediated Moderation: Theory Construction and Model Testing. An Empirical Approach to Organization and Management Research (2nd ed., pp 559-590), In X. P. Chen, S. Y. Xu, J. L. Fan, Eds., Beijing: Peking University Press.
Liu, Z., & Chen, C. H. (2011). The Connotation and Research Prospect of Person-Organization Fit. Chinese Journal of Management, 8, 173-178.
Luoh, H. F., Tsaur, S. H., & Tang, Y. Y. (2014). Empowering Employees: Job Standardization and Innovative Behavior. International Journal of Contemporary Hospitality Management, 26, 1100-1117. https://doi.org/10.1108/IJCHM-03-2013-0153
Muthén, L. K., & Muthén, B. O. (2012). Mplus User’s Guide (7th ed.). Los Angeles, CA: Muthén & Muthén,
Ng, T. W., & Lucianetti, L. (2016). Within-Individual Increases in Innovative Behavior and Creative, Persuasion, and Change Self-Efficacy over Time: A Social-Cognitive Theory Perspective. Journal of Applied Psychology, 101, 14-34. https://doi.org/10.1037/apl0000029
Peterson, S. J., Walumbwa, F. O., Byron, K. et al. (2009). CEO Positive Psychological Traits, Transformational Leadership, and Firm Performance in High-Technology Start-Up and Established Firms. Journal of Management, 35, 348-368. https://doi.org/10.1177/0149206307312512
Pieterse, A. N., Van Knippenberg, D., Schippers, M. et al. (2010). Transformational and Transactional Leadership and Innovative Behavior: The Moderating Role of Psychological Empowerment. Journal of Organizational Behavior, 31, 609-623. https://doi.org/10.1002/job.650
Rajagopalan, N., & Datta, D. K. (1996). CEO Characteristics: Does Industry Matter? Academy of Management Journal, 39, 197-215. https://doi.org/10.5465/256636
Saeed, B. B., Afsar, B., Cheema, S. et al. (2018). Leader-Member Exchange and Innovative Work Behavior: The Role of Creative Process Engagement, Core Self-Evaluation, and Domain Knowledge. European Journal of Innovation Management, 22, 105-124. https://doi.org/10.1108/EJIM-11-2017-0158
Sattayaraksa, T., & Boon-Itt, S. (2016). CEO Transformational Leadership and the New Product Development Process: The Mediating Roles of Organizational Learning and Innovation Culture. Leadership & Organization Development Journal, 37, 730-749. https://doi.org/10.1108/LODJ-10-2014-0197
Sluss, D. M., & Ashforth, B. E. (2007). Relational Identity and Identification: Defining Ourselves through Work Relationships. Academy of Management Review, 32, 9-32. https://doi.org/10.5465/amr.2007.23463672
Sluss, D. M., Ployhart, R. E., Cobb, M. G. et al. (2012). Generalizing Newcomers’ Relational and Organizational Identifications: Processes and Prototypicality. Academy of Management Journal, 55, 949-975. https://doi.org/10.5465/amj.2010.0420
Tajfel, H., & Turner, J. (2001). An Integrative Theory of Intergroup Conflict (pp. 94-109). New York, NY: Psychology Press.
Tajfel, H., & Turner, J. C. (1985). The Social Identity Theory of Intergroup Behavior. In S. Worchel, & W. G. Austin (Eds.), Psychology of Intergroup Relations (pp. 7-24). Chicago, IL: Nelson-Hall.
Tan, X. H. (2012). The Impact of Matching Person-Organizational Values on Employees’ Work Commitment and Organizational Support. Psychological Science, 35, 973-977.
Tang, Y. H., Lu, X. F., & Lee, K. (2010). The Concept, Measurement Strategy and Application of Person-Organization Matching. Advances in Psychological Science, 18, 1762-1770.
Tsui, A. S., Zhang, Z., Wang, H. et al. (2006). Unpacking the Relationship between CEO Leadership Behavior and Organizational Culture. Leadership Quarterly, 17, 113-137. https://doi.org/10.1016/j.leaqua.2005.12.001
Van Knippenberg, D., Van Knippenberg, B., De Cremer, D. et al. (2004). Leadership, Self, and Identity: A Review and Research Agenda. The Leadership Quarterly, 15, 825-856. https://doi.org/10.1016/j.leaqua.2004.09.002
Van Vianen, A., Dalhoeven, B., & De Pater, I. E. (2011). Aging and Training and Development Willingness: Employee and Supervisor Mindsets. Journal of Organizational Behavior, 32, 226-247. https://doi.org/10.1002/job.685
Verquer, M. L., Beehr, T. A., & Wagner S H. (2003). A Meta-Analysis of Relations between Person-Organization Fit and Work Attitudes. Journal of Vocational Behavior, 63, 473-489. https://doi.org/10.1016/S0001-8791(02)00036-2
Wexley, K. N., Alexander, R. A., Greenawalt, J. P. et al. (1980). Attitudinal Congruence and Similarity as Related to Interpersonal Evaluations in Manager-Subordinate Dyads. Academy of Management Journal, 23, 320-330. https://doi.org/10.5465/255434
Xu, C. J., & Shi, K. (2005). Contingency Analysis of Transformational Leadership and Transactional Leadership. Advances in Psychological Science, 13, 672-678.
Yan, Z., & Chen, C. C. (2013). Developmental Leadership and Organizational Citizenship Behavior: Mediating Effects of Self-Determination, Supervisor Identification, and Organizational Identification. The Leadership Quarterly, 24, 534-543. https://doi.org/10.1016/j.leaqua.2013.03.007
Young, L. D. (2012). How to Promote Innovative Behavior at Work? The Role of Justice and Support within Organizations. Journal of Creative Behavior, 46, 220-243. https://doi.org/10.1002/jocb.15
Yu, G. L., Liang, X. J., & Fu, B. (2019). Personal-Environment Matching Theory. 60 Theories Commonly Used in Management and Organizational Research (pp 276-283). In C. P. Lee, S. Y. Xu, Eds., Beijing: Peking University Press.
Zhao, H. J. (2013). The Mechanism of Personal-Organization Matching on the New Generation of Employee Engagement. Economic Management, 35, 65-77.
Zhao, H. J., & Long, L. R. (2004). The Research Status and Prospect of Person-Organization Matching. Advances in Psychological Science, 12, 111-118.
Zhao, H. J., & Long, L. R. (2008). The Impact of Person-Organizational Fit on Employee Turnover Intention. Nankai Business Review, 11, 56-63.
Zhao, H. J., & Long, L. R. (2009). Person-Organization Fit and Job Satisfaction. Industrial Engineering and Management, 14, 113-117.
Zhao, H. J., & Long, L. R. (2010). The Influence of Value Matching and Ability Matching on Employee Turnover Intention in Central Region. Science of Science and Management of S.&.T., 31, 170-177.