<?xml version="1.1" encoding="utf-8"?>
<article xsi:noNamespaceSchemaLocation="http://jats.nlm.nih.gov/publishing/1.1/xsd/JATS-journalpublishing1-mathml3.xsd" dtd-version="1.1" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance"><front><journal-meta><journal-id journal-id-type="publisher-id">SSSD</journal-id><journal-title-group><journal-title>Scientific and Social Sustainable Development</journal-title></journal-title-group><issn>3066-8964</issn><eissn>3066-8980</eissn><publisher><publisher-name>Art and Design</publisher-name></publisher></journal-meta><article-meta><article-id pub-id-type="doi">10.61369/SSSD.2025180012</article-id><article-categories><subj-group subj-group-type="heading"><subject>Article</subject></subj-group></article-categories><title>转换型领导对服务型企业员工的组织认同和创新行为的影响研究</title><url>https://artdesignp.com/journal/SSSD/1/18/10.61369/SSSD.2025180012</url><author>黄宁,李金叶</author><pub-date pub-type="publication-year"><year>2025</year></pub-date><volume>1</volume><issue>18</issue><history><date date-type="pub"><published-time>2025-11-28</published-time></date></history><abstract>近年来，我国服务业发展将延续稳中向上的基本态势，对服务型企业提出了更高的要求。本研究探讨了转换型领导如何影响服务型企业员工创新行为，研究表明：1. 转换型领导与服务型企业员工创新行为正相关。2. 转换型领导与服务型企业员工的组织认同正相关。3. 组织认同与服务型企业员工创新行为正相关。4. 组织认同在转换型领导和服务型企业员工创新行为的关系中起中介作用。</abstract><keywords>转换型领导,组织认同,创新行为,服务型企业</keywords></article-meta></front><body/><back><ref-list><ref id="B1" content-type="article"><label>1</label><element-citation publication-type="journal"><p>[1] Burns J M G. Leadership[M]. New York: HarperCollins Publishers LLC,1978:110-121.[2] 梅强, 童金根, 孙锐. 企业转换型领导、组织情绪能力与组织创造力&amp;mdash;&amp;mdash; 一个有调节的中介模型[J]. 科技进步与对策,2017,34(18):131-138.[3] 许蓝月, 董保宝. 转换型领导与新创企业绩效: 一个跨层次的研究[J]. 南方经济,2021(08):86-101.[4] Kelemen T K, Matthews S H, Zhang X, et al. When does gender diversity enhance team performance? The dual need for visionary leadership and team tenure[J]. Journal of Applied Social Psychology, 2020, 50(9): 501-511.[5] Homans G C. Social behavior as exchange[J]. American journal of sociology, 1958, 63(6): 597-606.[6] De Cremer D, Brebels L, Sedikides C. Being uncertain about what? Procedural fairness effects as a function of general uncertainty and belongingness uncertainty[J]. Journal of Experimental Social Psychology, 2008, 44(6): 1520-1525.[7] Bandura A, Walters R H. Social learning theory[M]. Englewood Cliffs, NJ: Prentice hall, 1977: 1-20.[8] Lipponen J, Bardi A, Haapam&amp;auml;ki J. The interaction between values and organizational identification in predicting suggestion ‐making at work[J]. Journal of Occupational and Organizational Psychology, 2008, 81(2): 241-248.[9] 刘艳, 邹希, 舒心. 组织认同对员工创新行为的促进和抑制过程[J]. 心理科学进展,2019,27(07):1153-1166.[10] Mael F, Ashforth B E. Alumni and their alma mater: A partial test of the reformulated model of organizational identification[J]. Journal of organizational Behavior, 1992, 13(2): 103-123.[11] Janssen O. Job demands, perceptions of effort ‐reward fairness and innovative work behaviour[J]. Journal of Occupational and organizational psychology, 2000, 73(3): 287-302.</p><pub-id pub-id-type="doi"/></element-citation></ref></ref-list></back></article>
