创新对于组织的生存和发展具有至关重要的作用。作为组织核心要素的领导者如何促进工作场所中员工的创造力，提升组织的创新能力，一直以来受到学者们的广泛关注。大量的研究从已有的领导力概念出发，探讨诸如变革型领导、战略型领导、授权型领导等领导风格对于组织创新的影响。近年来有学者意识到旨在推动组织创新有效开展的创新型领导力应当是一种独特的领导行为。然而，这一领域的研究尚处于萌芽阶段，缺乏系统的理论构建，实证研究也受到极大限制。基于此，在重新梳理了相关研究发现的基础之上，本文提出了整合视角下的创新型领导力的构念，并严格遵循管理学量表开发步骤，开发全面测量创新型领导行为的具有理论和实证效力的测量工具，以期为创新型领导力的研究提供可参考的理论模型，解决现有研究中的缺乏有效测量量表的问题。 首先按照扎根理论的思想，通过深入的质性研究形成创新型领导行为的测量条目，然后通过两轮大样本的因子分析获取创新型领导行为的因子结构，并通过验证性因子分析确保该结构模型的稳定性和可靠性。因子分析结果显示创新型领导行为包含五个主要特征，分别是具备创新思维，具有创新意志，包容式管理，建立创意机制和实践创新想法。随后，检验创新型领导行为与其他相关领导管理概念的聚合效度与区分效度。最后，检验创新型领导行为在个人层次和团队层次的预测效度，完成量表开发。 此外，本文从个人特征、成长经历和组织情境三个方面探讨了创新型领导行为的前因变量。以“行动—观察—反思”（Action-Observation-Reflection，AOR）模型为理论基础，结合创造力交互模型和工作特征理论，我们考察了主动性人格、多样性经历和工作复杂性以及他们之间的交互作用对创新型领导行为形成机制的影响。结果表明，主动性人格和多样性经历对创新型领导行为的产生具有正向影响，且多样性经历正向调节主动性人格对创新型领导行为的影响。同时，工作复杂性、多样性经历和主动性人格三者的三重交互作用对于创新型领导行为也具有正向影响。研究结果对领导行为的前因研究进行了有益的补充，从理论和实证上进一步丰富和完善了领导力和组织创新研究。
Innovation in any organization is vital to its survival and development. As one of the core elements in organizations, how ledaers stimulate employees’ creativity in the workplace, and how they enchance the oranization’s ability to innovate, have attracted wide attention from scholars. Starting from the exiting concepts of leadership, such as transformational leadership, strategic leadership, empowering leadership, etc., abundant research have discussed the influence of different leadership styles on innovativeness of organization. In recent years, some scholars realized that there should be a specific leadership among leader behaviors that aim at propelling effective innovation of organization. However, the research of this field is still in the fledgling stage, systematic theory construction is absent, relevant empirical studies have also been greatly restricted. Therefore, in this paper, based on previous research findings, we proposed a integrative definition of the conception of innovative leadership, and endeavored to develop a comprehensive measure of innovative leadership behaviors(ILB) in guidance of strict scale development instuctions. We hope to provide a referencing concept model to the research of innovative leadership, and to solve the problem or deficiency in effective measurement tools in existing research. Firstly, in light of the ideas of grounded theory, we extracted items of ILB through in-depth qualitative research. Then, two rounds of exploratory factor analysis were used to obtain the factor structure of ILB,and confirmatory factor analysis was conducted to ensure the stability and reliability of the structural model. Results showed that ILB contains five dimensions, which are possessing creative thinking, holding innovation willpower, tolerance in management, setting creativity mechanisms and impleamenting innovative ideas. Subsequently, convergent validity and discriminant validity were tested through correlation analysis of ILB and some other related leadership or management behaviors. Finally, we completed the journey by testing the predictive validity of ILB at the both the individual level and team level. In addition, this paper also discusses antecedents of ILB from apects of personal characteristic, growth experience and situational factors. Combining the Action-Observation–Reflection model, creativity interactionist perspective and job charicteristic theory, we discussed the influencing mechanism of proactive personality, diversified experience and job complexity, as well as the interactional effect among them on ILB. Results show that proactive personality and diversified experience has a positive effect on ILB. Besides, diversified experience positively moderate the relationship between proactive personality and ILB. Meanwhile, the three-way interation of job complexity, diversified experience and proactive personality also has a positive influence on ILB. The results provide a useful supplement to the study of leadership antecedents, enrich leadership and organizational innovation research from both theoretical and empirical perspectives.
