【摘要】 在全球化和智能技术的引领下，员工创造力日益成为组织创新和竞争优势的决定因素。基于战略领导理论和心理契约理论，研究包容型领导对员工创造力的影响，并进一步探索心理契约在平衡型、关系型和交易型心理契约这3个维度上的中介作用及员工情感（积极和消极）的调节作用。研究结果表明：包容型领导对员工创造力具有促进作用；心理契约（平衡型、关系型和交易型）对包容型领导与员工创造力之间的关系起部分中介作用；员工情感对心理契约与员工创造力之间的关系起调节作用，当员工感知到平衡型心理契约时，消极情绪将增强包容型领导对员工创造力的正向影响；当员工感知到关系型心理契约时，积极或消极的情绪都将增强包容型领导对员工创造力的正向影响；当员工感知到交易型心理契约时，积极或消极情绪对两者之间的影响不具有显著的调节作用。更多还原

【Abstract】 Under the guidance of globalization and smart technologies,employee creativity is increasingly becoming a determinant of organizational innovation and competitive advantage. Based on strategic leadership theory and psychological contract theory,it investigates the impact of inclusive leadership on employee creativity and further explores the mediating role of psychological contracts on three dimensions: balanced,relational,and transactional psychological contracts and the moderating role of employee emotions(positive and negative). The results of the study show that: inclusive leadership has a facilitating effect on employee creativity; psychological contracts(balanced,relational,and transactional)partially mediate the relationship between inclusive leadership and employee creativity; and employee affect moderates the relationship between psychological contracts and employee creativity. When employees perceive a balanced psychological contract,negative emotions will enhance the positive effect of inclusive leadership on employee creativity; when employees perceive a relational psychological contract,either positive or negative emotions will enhance the positive effect of inclusive leadership on employee creativity; when employees perceive a transactional psychological contract,positive or negative emotions do not have a significant moderating effect on the effect between inclusive leadership and employee creativity.更多还原