| 摘要 | 第6-8页 |
| ABSTRACT | 第8-9页 |
| LIST OF ABBREVIATIONS | 第16-17页 |
| CHAPTER 1 INTRODUCTION | 第17-31页 |
| 1.1. General Research Background | 第17-21页 |
| 1.2. China Specific Research Background | 第21-23页 |
| 1.3. Research Objectives | 第23页 |
| 1.4. Significance of the Study | 第23-25页 |
| 1.5. Problem Statement | 第25-27页 |
| 1.6. Contribution to the Body of Knowledge | 第27-29页 |
| Chapter Summary | 第29-31页 |
| CHAPTER 2 LITERATURE REVIEW | 第31-83页 |
| 2.1. Literature Analysis through Hist Cite Software | 第31-41页 |
| 2.2. Relational Leadership | 第41-57页 |
| 2.2.1 Relational Leadership Backgrounds | 第43-46页 |
| 2.2.2 Relational Leadership Definition Evolution | 第46-48页 |
| 2.2.3. Elements of Relational Leadership | 第48-53页 |
| 2.2.4 Relational Leadership Studies | 第53-57页 |
| 2.3. Organizational Social Capital | 第57-70页 |
| 2.3.1 Organizational Social Capital Background | 第57-60页 |
| 2.3.2 Organizational Social Capital Definition Evolution | 第60-61页 |
| 2.3.3 Dimensions of Organizational Social Capital | 第61-66页 |
| 2.3.4 Organizational Social Capital Studies | 第66-70页 |
| 2.4. Employee Innovative Work Behavior | 第70-80页 |
| 2.4.1 Employee Innovative Work Behavior Background | 第70-73页 |
| 2.4.2 Elements of Employee Innovative Work Behavior | 第73-75页 |
| 2.4.3 Employee Innovative Work Behavior Studies | 第75-80页 |
| 2.5. Follower and Leader Gender Considerations as Moderator | 第80-81页 |
| Chapter Summary | 第81-83页 |
| CHAPTER 3 THEORETICAL FRAMEWORK | 第83-104页 |
| 3.1. Theories Implied in the Study | 第83-86页 |
| 3.1.1 Social Exchange Theory and Norms of Reciprocity | 第83-85页 |
| 3.1.2 Behavioral Theory | 第85-86页 |
| 3.1.3 Role Congruity Theory | 第86页 |
| 3.2 Relational Leadership, Organizational Social Capital and Employee Innovative WorkBehavior Model and Hypotheses Development | 第86-97页 |
| 3.2.1 Relational Leadership and Employee Innovative Work Behavior | 第87-89页 |
| 3.2.2 Relational Leadership and Organizational Social Capital | 第89-90页 |
| 3.2.3 Organizational Social Capital and Employee Innovative Work Behavior | 第90-93页 |
| 3.2.4 Relational Leadership, Organizational Social Capital and Employee Innovative WorkBehavior- Mediating Role of Organizational Social Capital | 第93-97页 |
| 3.3 Gender as a Moderator | 第97-103页 |
| 3.3.1 Subordinate Gender as a Moderator | 第97页 |
| 3.3.2 Leader’s Gender as a Moderator | 第97-98页 |
| 3.3.3 Gender Composition of Leader-Follower Dyads as Moderator | 第98-103页 |
| Chapter Summary | 第103-104页 |
| CHAPTER 4 RESEARCH METHODOLOGY | 第104-119页 |
| Introduction | 第104页 |
| 4.1 Operationalization of Related Constructs | 第104-108页 |
| 4.1.1. Relational Leadership | 第104-106页 |
| 4.1.2. Organizational Social Capital | 第106-107页 |
| 4.1.3. Employee Innovative Work Behavior | 第107-108页 |
| 4.2 Pilot Study | 第108-109页 |
| 4.3 Research Paradigm | 第109-111页 |
| 4.3.1 Ontological Concerns of the Study | 第110页 |
| 4.3.2 Epistemological Concerns in Study | 第110-111页 |
| 4.4 Conducting the Research | 第111-114页 |
| 4.4.1 Sample Design | 第111-112页 |
| 4.4.2 Sampling Technique | 第112-113页 |
| 4.4.3 Survey Methodology | 第113页 |
| 4.4.4 Data Collection Plan | 第113-114页 |
| 4.5 Data Analysis Methodology | 第114-118页 |
| 4.5.1 Data Analysis Tools and Techniques | 第114-115页 |
| 4.5.2 Methodological Concerns in Research | 第115-118页 |
| Chapter Summary | 第118-119页 |
| CHAPTER 5 RESULTS AND ANALYSIS-EXPLORATORY FACTOR ANALYSIS | 第119-131页 |
| 5.1 Demographic and Descriptive Statistics- Sample Characteristics | 第119-120页 |
| 5.1.1 Demographic Statistics | 第119-120页 |
| 5.1.2 Descriptive Statistics | 第120页 |
| 5.2 Exploratory Factor Analysis- Construct Validity | 第120-124页 |
| 5.2.1 Relational leadership Exploratory Factor Analysis | 第121-122页 |
| 5.2.2 Organizational Social Capital Exploratory Factor Analysis | 第122-123页 |
| 5.2.3 Employee Innovative Work Behavior Exploratory Factor Analysis | 第123页 |
| 5.2.4 EFA for Overall Model | 第123-124页 |
| 5.3 Reliability Analysis | 第124-125页 |
| 5.4 Validity Analysis | 第125-130页 |
| 5.4.1 Common Method Biasness | 第125-126页 |
| 5.4.2 Face and Content Validity | 第126页 |
| 5.4.3 Convergent Validity | 第126-128页 |
| 5.4.4 Discriminant Validity | 第128-130页 |
| Chapter Summary | 第130-131页 |
| CHAPTER 6 CONFIRMATORY ANALYSIS, STRUCTURAL EQUATION MODELINGAND HYPOTHESES TESTING | 第131-155页 |
| 6.1 Confirmatory Factor Analysis (CFA) | 第131-138页 |
| 6.1.1 Confirmatory Factor Analysis for Relational Leadership | 第132-134页 |
| 6.1.2 Confirmatory Factor Analysis for Organizational Social Capital | 第134-135页 |
| 6.1.3 Confirmatory Factor Analysis for Employee Innovative Work Behavior | 第135-136页 |
| 6.1.4 Overall Confirmatory Factor Analysis of the Study- Measurement Model | 第136页 |
| 6.1.5 Final and Overall Confirmatory Factor Analysis and Model Fit | 第136-138页 |
| 6.2 Structural Equation Model (SEM) | 第138-143页 |
| 6.3 Structural Equation Model-Hypotheses Testing | 第143-146页 |
| 6.3.1 Structural Equation Model with a Single Mediator | 第143-144页 |
| 6.3.2 Structural Equation Model with Three Mediators | 第144-145页 |
| 6.3.3 Structural Equation Model with All Variables | 第145-146页 |
| 6.4 Mediation Analysis | 第146-147页 |
| 6.4.1 Mediation Analysis with Structural, Relational and Cognitive Organizational SocialCapital | 第146-147页 |
| 6.4.2 Mediation Analysis with Overall Organizational Social Capital | 第147页 |
| 6.5 Moderation Analysis | 第147-154页 |
| 6.5.1 Follower’s Gender as a Moderator | 第147-148页 |
| 6.5.2 Leader’s Gender as a Moderator | 第148-149页 |
| 6.5.3 Gender Composition of Leader-Follower Dyad as Moderator | 第149-153页 |
| 6.5.4 Direct Effect, Indirect Effect and Total Effect | 第153-154页 |
| Chapter Summary | 第154-155页 |
| CHAPTER 7 DISCUSSION | 第155-175页 |
| 7.1 Main Results of the Study | 第155-164页 |
| 7.1.1 Main Effects of Relational Leadership on Organizational Social Capital and EmployeeInnovative Work Behavior | 第155-158页 |
| 7.1.2 Mediating Effect of the Structural, Relational and Cognitive Organizational SocialCapital and Overall Organizational Social Capital | 第158-161页 |
| 7.1.3 Gender as a Moderator | 第161-164页 |
| 7.2 Supplementary Analysis of the Research | 第164-165页 |
| 7.3 Practical and Managerial Implications | 第165-171页 |
| 7.4 Practical Implication Case Example- Huawei Incorporation | 第171-174页 |
| Chapter Summary | 第174-175页 |
| CHAPTER 8 CONCLUSION AND THEORETICAL CONTRIBUTIONS | 第175-187页 |
| 8.1 Conclusion | 第175-177页 |
| 8.2 Novelties of Present Study and Answers to Research Questions | 第177-180页 |
| 8.3 Theoretical Contribution | 第180-184页 |
| 8.3.1 Contribution to the Relational Leadership Literature | 第180-181页 |
| 8.3.2 Contribution to the Social Exchange Theory and Norms of Reciprocity | 第181-182页 |
| 8.3.3 Contribution to Organizational Social Capital Literature | 第182页 |
| 8.3.4 Contribution to the Innovation Literature | 第182-183页 |
| 8.3.5 Contribution to the Field of Strategic Management | 第183-184页 |
| 8.3.6 Contribution to the Gender-Related Studies in Leadership | 第184页 |
| 8.4 Study Limitations and Future Study Recommendations | 第184-185页 |
| Chapter Summary | 第185-187页 |
| REFERENCES | 第187-222页 |
| APPENDIX | 第222-227页 |
| Questionnaire | 第222-227页 |
| PUBLICATIONS | 第227-228页 |
