21世纪的今天是千万领导者散发光芒的时代。古今中外，我们均可以从史书中领 略到历代伟人们卓越的领导才华，是他们用热血和智慧影响并推动着人类社会的发展。 领导活动作为人类社会普遍存在的现象一直备受学者们的注意，随着人类社会的迅猛 发展企业也迎来了前所未有的挑战，如何选择合适的人当企业的领导带领并促进个性 多样的知识型员工的建言行为,进而促进企业的发展壮大从而使企业在激烈的社会竞 争中赢得一席之地，甚至引领行业前沿对企业来说就变得尤为重要。 本文基于中国特色文化背景和环境，提出了以前人研究成果为基础的四个假设， 并构建了新的研究模型。模型以变革型领导作为前因变量，以知识型员工的建言行为 作为结果变量，再引入员工的高成就动机作为中介变量针对山西太原LW培训机构进行 实证研究。文中采用了文献分析、问卷调查和统计分析等方法，其中各个变量的测量 也均采用了中国文化背景下开发的成熟量表，在此基础上，利用SPSS软件编制了248 份有效问卷从而进行可靠性、有效性以及相关分析。最后对研究假设进行论证得出以 下研究结论：（1）变革型领导行为与知识型员工的建言行为之间存在明显的正相关关 系；（2）变革型领导行为与知识型员工的高成就动机之间存在明显的正相关关系；（3） 知识型员工的高成就动机与知识型员工的建言行为呈明显的正相关关系；（4）员工的 高成就动机在变革型领导行为与知识型员工的建言行为之间起着部分中介作用。最后， 本文根据实证研究结果和相关理论支撑为LW企业提供了相应的领导风格方面的管理 建议，同时本文的实证研究也有一定的短板，最后就以后的研究方向进行了展望。 关键词： 变革型领导；高成就动机；知识型员工；建言行为 II Abstract Today in the 21st century is a time when thousands of leaders shine. From ancient to modern times, we can all appreciate the outstanding leadership talents of the great men of the past from the history books. They use their blood and wisdom to influence and promote the development of human society. As a common phenomenon that exists in human society, leadership activities have always attracted the attention of scholars. With the rapid development of human society, enterprises have also ushered in unprecedented challenges. How we choose the right person as the leader of an enterprise to lead and promote the voice behavior of knowledge employees with diverse personalities so as to promote the development and expansion of the enterprise can make sure the enterprise can win a place in the fierce social competition and even lead the forefront of the industry, which has become particularly important for the enterprise. Based on the cultural background and environment of Chinese characteristics, this paper puts forward four hypotheses based on previous research results and constructs a new research model. The model takes the transformational leadership as the antecedent variable, and takes the knowledge-based employee's suggestion behavior as the outcome variable, and then introduces the employee's high achievement motivation as a mediator variable to conduct an empirical study on Shanxi Taiyuan LW training institution. In this paper, literature analysis, questionnaire survey and statistical analysis are used. The measurement of each variable also adopts the mature scale developed under the Chinese cultural background. On this basis, 248 valid questionnaires were compiled by SPSS software for reliability validity and correlation analysis. Finally, the following conclusions are drawn from the research hypothesis: (1) There is a clear positive correlation between the transformational leadership behavior and the knowledge-based employee's suggestion behavior; (2)There is a clear positive correlation between the transformational leadership behavior and the high achievement motivation of the knowledge-based employee; (3)There is a clear positive correlation between the high achievement motivation of knowledge workers and their suggestion behavior; (4) Employees' high achievement motivation plays a part of mediating role between transformational leadership behavior and knowledge employees' suggestion behavior. Finally, based on the empirical research results and related theoretical support, this paper provides LW enterprises with the corresponding management styles of leadership style. At the same time, the empirical research of this paper also has certain shortcomings. Finally, the future research directions are prospected. III Key words：transformational leadership; high achievement motivation; the knowledge-based employee; suggestion behavior IV 目录 摘要 ............................................................................................................................................................ I Abstract ................................................................................................................................................... II 第一章 绪论 ......................................................................................................................................... 1 1.1 研究背景 .................................................................................................................................... 1 1.2 研究目的 .................................................................................................................................... 2 1.3 研究意义 .................................................................................................................................... 3 1.3.1 实践意义 ............................................................................................................................ 3 1.3.2 理论意义 ............................................................................................................................ 3 1.4 研究方法 .................................................................................................................................... 4 第二章 相关概念界定及文献综述 ......................................................................................... 5 2.1 变革型领导风格的研究综述................................................................................................ 5 2.1.1 变革型领导的概念 ............................................................................................................ 5 2.1.2 变革型领导的维度和测量 ................................................................................................ 6 2.1.3 变革型领导的测量 ............................................................................................................ 7 2.2 高成就动机的研究综述 ......................................................................................................... 8 2.2.1 高成就动机的概念 ............................................................................................................ 8 2.2.2 成就动机的测量 .............................................................................................................. 11 2.3 知识型员工的研究综述 ....................................................................................................... 11 2.3.1 知识型员工的概念 .......................................................................................................... 11 2.3.2 针对知识型员工的领导风格 .......................................................................................... 12 2.4 建言行为的研究综述 ........................................................................................................... 13 2.4.1 建言行为的概念 .............................................................................................................. 13 2.4.2 建言行为的类型 .............................................................................................................. 14 2.4.3 建言行为的测量 .............................................................................................................. 15 2.5 文献评述 .................................................................................................................................. 15 第三章 LW培训学校领导风格对知识型员工建言行为影响的现状分析 .... 17 V 3.1 各校区的基本概况 ................................................................................................................ 17 3.2 各