Research On The Synergic Infleneces Of Organizational Motivation And Leadership On Organizational Creativity And Organizational Performance

Leading innovation is the main theme of current transformation and development of Chinese economy.Building innovation-driven organizations and gathering new impetus for organizational development will determine whether China's enterprises can win the leading power in the new round of global competition.In organizational behavior,motivation is widely recognized as one of the important ways to direct employee behaviors,guide performance and achieve organizational strategic objectives.Therefore,to promote motivation revolution so as to stimulate organizational creativity and high performance has become a key commitment of modern enterprise management in both academic and practical field under Chinese New Normal economy.However,motivation is so complex that its development still faces new challenges.From practical perspective,those traditional motivation modes under Chinese New Normal economy such as the priority for efficiency,performance-based compensation and "steep" incentive structure have been accused of too-many drawbacks and over-reliance on,which result in management practical hesitation.From theoritical perspective,motivation theory disputes over half a century have not changed current unsatisfied sitations,including the conflict of ideas,the stagnation of theory and the lag of research methods.Whether motivation can have employees become willing for dedication,cooperation and mutual assistance,whether motivation can drive organizational creativity and high performance,and whether organizations can rely solely on motivation to achieve organizational strategic objectives have not achieved relatively consistent conclusion.In such a predicament,it is necessary to consider that organization acts as an organic system composed of highly related and interdependent sub-systems,and to have leadership included in the research framework.From the dimension of subjective source,motivatin can be divided into two sources: from the institutional organization motivation and from leadership style.The former contains organizational strategic attribute which influence organizations with rigidity,the latter contains personal traits with flexibility.Organizational motivation and leadership style have different characteristics and co-exist in organizations,displaying conflicts or mutuality each other.Based on leadership substitutes theory,"Some situational variables" will "offset,replace,supplement or strengthen? leadership effectiveness.That is,appropriate matches between organizational motivation and leadership style may strengthen the influence mechanism of leadership on organizational effectiveness.Based on the organic integration theory,the richness of motivation from both organizational institutional level and leadership style level would have different influence on employees and its organic integration would meet employees' requirement for autonomy,competence and demands.It provides the possibility of external motivation internalization,which finally promote organizational creativity and high performance through the enhancement of employees' proactiveness.From the perspective of synergy,the appropriate harmony,complementation and reinforcement of internal sub-systems is an effective approach to achieve the aim that the whole system is greater than the sum of the sub-systems.That is,the balance and congruence between organizational motivation and leadership style may have a significant positive impact on organizational behavior and results,and ultimately promote organizational strategic objectives.A majority of studies on motivation or leadership style have tested its positive effects on individual,team and organizational effectiveness.However,prior research has the following theoretical gaps:(1)So far,scholars about motivation and leadership style on organizational effectiveness research have adopted independent research.Research analysising,comparing and demonstrating a synergistic interaction of motivation and leadership style in predicting higher level of performance is still in the exploratory stage.(2)Leadership substitutes theory has explored the interaction effects between motivation and leader behaviors.However,it stats that leadership substitution may weaken or even offset leadership effectiveness,rather than considering that their interaction may lead to synergistic effect,which sequently supplement and strengthen leadership effectiveness.(3)Previous studies on the interaction between motivation and leadership mainly focus on the individual level rather than organizational level.Further,they rarely include organizational creativity and organizational performance into the framework.According the above problems and research ideas,drawing on leadership substitute theory and organismic integration theory,and from a synergy perspective as well,this dissertation synergized theories and developed a theoretical research model.It adopted qualitative research and empirical research,including grounded theory,exploratory factor analysis,confirmatory factor analysis,multiple regression analysis and bootstrapping so as to explore the synergic concept and reaction model as well,and further test the theoretical model empirically.Specifically,this paper conducted four studies as follows:Study ?: research on synergy conception and reaction model construction of motivation and leadership style.By using grounded theory method,and top-down and bottom-up interview approach,we preliminarily explore the synergy conception and interplay model.Specifically,we went into 9 enterprises and arranged semi-structured in-depth interview for 18 management and professional personnel.Then the data was collected,analyzed and extracted by following four standardized steps: open coding,axial coding,selective coding and theoretical saturation test.Results showed that organizational motivation and leadership style synergy contained the below pattern: traits identification,assessment,response strategy,and process and results synergy.Also,synergy path are concluded as follows: motivation and leadership style synergy may promote organizational creativity through departmental resource integration;leadership style matched with different motivation would lead to different type of organizational performance.Study ?: organizational motivation scale development from perspective of synergy.Because previous scales are not clearly classified according to the subjective source of motivation,they are different from the conception we are aiming for.Therefore,in this study,with the premise that a clear definition is made under Chinese context,it develops and verifies the organization motivation scale which cannot be controlled by leaders.On one side,we had an in-depth literature review;on the other hand,we carried out semi-structured interviews with 22 personnel from 8 companies.Subsequently,we developed an original organizational motivation items pool.Then the data was collected,analyzed from 876 paired questionnaires from 176 companies.By using exploratory factor analysis,confirmatory factor analysis and validity test,we finally formed aimed organizational motivation scale items and structured dimensions.The results showed that organizational motivation scale contains 9 items with two dimensions-organizational financial motivation and organizational development motivation.Study ?: synergistic influences research of organizational motivation and leadership style on organizational creativity.In order to examine the links between the synergy and organizational creativity,a moderated mediation model was developed,where six main components is comprised in the theoretical framework,with organizational motivation serving as independent variable,and leadership style as moderating variables and departmental coodination as intermediary variables.Data was collected from 985 paired questionnaires from 116 companies(including 603 staff questionnaire and 396 management questionnaire).Then the data was analyzed,including aggregating individual level data up to organizational level,and testing reliability and varidity as well.Conclusion are drawn as follows: organizational development motivation has positive effects on organizational creativity;There is synergistic effects between organizational development motivation and transactional leadership and it has positive influence on organizational creativity;on the contrary,there is null relationship between organizational financial motivation and organizational creativity;while organizational financial motivation and transformational leadership can develop synergy,which has positive impacts on organizational creativity through departmental coordination.Study ?: synergistic influences research of organizational motivation and leadership style on organizational performance.In order to examine the links between the synergy and organizational performance,a paired moderated model was developed,where six main components is comprised in the theoretical framework,with leadership style serving as independent variable and organizational motivation as moderating variables.Data was collected from 465 paired questionnaires from 155 companies.Then the data was analyzed,including aggregating individual level data up to organizational level,and testing reliability and varidity as well.Conclusion are drawn as follows: transactional leadership of general manager has positive effects on organizational profit performance;transformational leadership of general manager has significant impacts on organizational growth;in terms of impacts on organizational profit performance,transactional leadership's influence is more significant than that of transformational leadership;there is synergy between transactional leadership of general manager and organizational development motivation and it has positive influence on organizational profit performance,while transformational leadership and organizational financial motivation has no synergistic effects on organizational performance.The dissertation makes four distinct contributions to the existing literature as follows:(1)It builds up a conceptual model and theoretical framework of synergy between organizational motivation and leadership style.According to the leadership substitute theory and the classification based on source of motivation,motivation can be divided into the organizational institutional level and the leadership style.Therefore,the rigid motivation from organizational level and the flexible motivation from leadership style level coexist in the organization and interplay each other.From the perspective of synergy,except for a competitive relationship with each other,motivation and leadership can also develop a mutually inclusive relationshiop,a kind of order parameter playing a leading role to promote process synergy and results synergy as well.They finally improve organizational creativity and organizational performance.The research results enrich motivation theory,and establish the foundation for further theory construction and empirical analysis for exploring the synergy between organization motivation and leadership style.(2)It supplements the contents and dimensions of motivation scale from a synergy perspective.Due to the multidimensional construction perspective,present motivation scale has characteristics with diversity and complexity.And motivation scales would show differences with different perspectives of motivation contents,action direction,social evaluation methods,force source and subsjective source.Compared with organizational motivation,leadership style motivation may play more powerful practical influence under Chinese context.For synergy research objective,this paper clearly defined organizational motivation conception,having inspirational leadership and colleagues support excluded in this scale category.By developing and validating organization motivation scale with reliability and validity,the study makes up previous scales' deficiency from western context,and paves a theoretical way for future's empirical study about the synergy between motivation and leadership style.(3)It enriches research on the antecedents of organizational creativity and departmental coordination.Although a majority of literature has explored the antecedents of organizational creativity,they are focusing more on organizational strategy,organizational culture and senior leadership style itself,less on the synergy of organizational motivation and leadership style.The results reveal that the organization motivation and leadership style may develop certain synergy law.Further,research concluded synergy path as well through empirical analysis.That is,organizational creativity is the result of departmental interaction and coordination.Study reveals that departmental coordination,a mediating variable,possesses not only structured features but also emotional features.Therefore,study broadens new insights for the theory development of organizational creativity by opening-up the black box of departmental cordiantion.(4)The results sheds light on why some of the previous studies have reported inconsistent relationship between leadership style and organizational performance by providing explanation for the conflicts.Also,it deepens the understanding of how leadership style and organizational motivation interplay each other and how develop synergy rules for organizational effectiveness.The research includes organizational motivation into consideration as external situational pressure,and explores its impact on organizational performance.It expands the influencial boundary about how leadership style of general managers affects organizational performance.Further,the leadership impact level has been raised to organizational level.Compared to individual and team level research,the study has more important enlightenment and contributions.In summary,this dissertation follows recent trends in synergy perspective,using methods of grounded theory,scale development and validation,and multi-regression analysis with dyadic data as well,depicts the importance of synergy between organizational motivation and leadership style,and verifies the synergy interplay model and the influence mechanism.Hope that the results of this dissertation contribute to the development of motivation and leadership theory,and provide a theoretical basis for the development of practical motivation synergy revolution as well.