随着知识经济的来临与中国经济结构的转变，以互联网企业为代表的知识密 集型企业要想在竞争洪流中脱颖而出离不开创新这个重要武器。相应地，企业在 人才市场的争夺也是一场恶战，对知识型员工的需求与日俱增，且对员工创新能 力的要求越来越高。有研究证明，领导风格对员工创新能力和创新绩效有重要影 响，不同领导风格对员工创新绩效的影响是研究创新绩效的重要组成部分。目前 国内学者针对共享型领导对知识型员工创新绩效的研究较为简单，只是论述了共 享型领导对员工创新绩效会产生正向影响，但却没有对造成正向影响的原因做出 合理解释，因此本文增加员工自我效能感为中介作用来探讨共享型领导与知识型 员工创新绩效之间的关系。 本文通过对互联网企业中的知识型员工进行问卷调研，基于共享型领导的权 责共享、团队学习、团队期望和团队合作四个测量维度，探讨了共享型领导风格 对互联网企业知识型员工创新绩效的作用机制，同时分析员工自我效能感发挥的 中介作用。研究结果表明：在互联网企业，共享型领导会对知识型员工的创新绩 效产生积极影响，在这种积极影响中，团队合作所占的比例最大；员工自我效能 感在共享型领导和员工创新绩效的正向关系中起到中介作用，并分别在共享型领 导的四个测量维度权责共享、团队学习、团队期望、团队合作和员工创新绩效的 正向关系中起到中介作用。本文为互联网企业采用共享型领导风格提高知识型员 工创新绩效提供了理论依据，为互联网企业如何提高知识型员工的创新绩效提供 了借鉴。 关键词：互联网企业；共享型领导；知识型员工；员工自我效能感；创新绩效 III ABSTRACT With the advent of the knowledge economy and the transformation of China's economic structure, knowledge-intensive enterprises represented by Internet companies cannot stand out from the competitive torrent without the important weapon of innovation. Correspondingly, the competition of enterprises in the talent market is also a fierce battle. The demand for knowledge workers is increasing day by day, and the requirements for employees' innovation ability are becoming higher and higher. Studies have shown that leadership style has an important impact on employee innovation ability and innovation performance. The impact of different leadership styles on employee innovation performance is an important part of research on innovation performance. At present, domestic scholars' research on shared leadership's innovation performance of knowledge-based employees is relatively simple. It only discusses that shared leadership will have a positive impact on employee innovation performance, but it has not provided a reasonable explanation for the reasons for the positive impact. This paper increases employee self-efficacy as an intermediary role to explore the relationship between shared leadership and knowledge employee innovation performance. In this paper, through a questionnaire survey on knowledge workers in Internet companies, based on the four measurement dimensions of shared leadership's power and responsibility sharing, team learning, team expectations and team cooperation, this paper discusses the innovative performance of shared leadership style on Internet employees' knowledge employees. At the same time, it also analyzes the intermediary role played by employees' self-efficacy. The research results show that for Internet companies, the shared leadership style will have a positive impact on the innovation performance of knowledge workers. Among this positive influence, teamwork accounts for the largest proportion; employee self-efficacy is shared by shared leadership styles and employees. It plays an intermediary role in the positive relationship of innovation performance, and plays an intermediary role in the positive relationship among the four measurement dimensions of shared leadership: power sharing, team learning, team expectations, team cooperation, and employee innovation performance. This article provides a theoretical basis for Internet companies to adopt a shared leadership style to improve the innovation performance IV of knowledge employees, and provides a reference for Internet companies to improve the innovation performance of knowledge employees. Key words: Internet companies；shared leadership ; knowledge workers; employee self-efficacy; innovation performance V 目 录 第一章 绪论.................................................................................................................. 1 1.1 研究背景.......................................................................................................... 1 1.2 研究目的和意义.............................................................................................. 1 1.2.1 研究目的................................................................................................ 1 1.2.2 研究意义................................................................................................ 1 1.3 国内外研究现状.............................................................................................. 2 1.3.1 关于共享型领导的研究........................................................................ 2 1.3.2 关于创新绩效的研究............................................................................ 4 1.3.3 关于自我效能感的研究........................................................................ 4 1.4 研究内容与方法.............................................................................................. 5 1.4.1 研究内容................................................................................................ 5 1.4.2 研究方法................................................................................................ 6 第二章 相关理论概述.................................................................................................. 7 2.1 领导风格概述 .............................................................................................. 7 2.1.1 领导风格的概念.................................................................................... 7 2.1.2领导风格的类型..................................................................................... 7 2.2 创新绩效概述 ............................................................................................ 10 2.2.1 员工创新绩效的概念.......................................................................... 10 2.2.2 员工创新绩效的测量.......................................................................... 11 2.2.3 员工创新绩效的影响因素.................................................................. 12 2.3 自我效能感概述 ........................................................................................ 13 2.3.1 员工自我效能感的概念...................................................................... 13 2.3.2 员工自我效能感的测量...................................................................... 13 2.4 知识型员工 ................................................................................................ 14 2.4.1 知识型员工的定义.............................................................................. 14 2.4.2 知识型员工的特点.............................................................................. 14 2.4.3 互联网企业知识型员工的特征.......................................................... 15 2.5 互联网企业的概念及分类 ........................................................................ 16 2.5.1 互联网企业的概念.............................................................................. 16 2.5.2 互联网企业的分类.............................................................................. 16 第三章 研究设计........................................................................................................ 17 3.1 研究假设........................................................................................................ 17 3.1.1 共享型领导与互联网企业知识型员工创新绩效的关系.................. 17 3.1.2 共享型领导与互联网企业知识型员工自我效能感效的关系.......... 18 3.1.3 互联网企业中知识型员工的自我效能感与其创新绩效的关系...... 18 3.1.4 自我效能感的中介作用...................................................................... 19 3.2 理论模型构建................................................................................................ 1