【摘要】 基于追随力视角和自我验证理论，通过构建有调节的中介模型，探究员工追随力对创新行为的影响作用，并讨论组织自尊的中介效应和心理授权的调节效应。根据486份有效样本数据分析，研究结果表明，组织自尊在员工追随力与创新行为间发挥显著中介作用，心理授权在正向调节员工组织自尊与创新行为的同时也调节了组织自尊的中介作用。研究结果补充追随力视角相关研究，强调追随行为在领导过程中的同等重要性，对探索员工追随力对创新行为的作用机制和边界效应具有一定的理论意义，同时也为企业在甄选和培养员工以及日常管理实践上提供一定指导作用。更多还原

【Abstract】 Based on the followership perspective and self-validation theory, a moderated mediation model was constructed to study the influence of employee followership on innovation behavior, and the mediating effect of organization-based self-esteem and the moderating effect of psychological empowerment were discussed. Based on the analysis of 486 sample, the results showed that organizational self-esteem played a significant mediating role between employee followership and innovation behavior, and psychological empowerment positively moderated the mechanism between organization-based self-esteem and innovation behavior and the mediating role of organization-based selfesteem. The findings supplement the research from the perspective of followership, emphasizing the equal importance of followership in the leadership process, which have a certain theoretical contribution to explore the mechanism and boundary effect of employee followership on innovation behavior, and also provide some guidance for enterprises in selecting and training employees and daily management practices.更多还原