The purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.,We have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.,The research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.,This paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

中文翻译：

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真实而变革的领导和创新工作行为：心理赋权的调节作用

本文的目的是分析心理赋权在正真的领导力与创新工作行为之间的关系以及变革型领导力与创新工作行为之间的调节作用。我们在所选案例研究中应用了混合方法研究。定量现场研究是对一家跨国技术公司的126名员工进行的。一系列成对的样本t检验之后，进行层次回归分析以检验假设。定性研究包括对与四位领导者进行的深入半结构式访谈的内容分析。该研究进一步证实了领导力与创新工作行为之间的正向关系。特别，结果表明，心理授权可以缓和领导力（真实和变革型领导力）与创新工作行为之间的关系。本文为领导力和创新文献做出了贡献，并为研究真实领导力之间的边界条件提供了见解。作为变革型领导者，通过心理授权的调节作用来激发创新工作行为。通过引入两种领导力理论的比较来扩展附加值。以及变革型领导，通过心理授权的调节作用来激发创新工作行为。通过引入两种领导力理论的比较来扩展附加值。以及变革型领导，通过心理授权的调节作用来激发创新工作行为。通过引入两种领导力理论的比较来扩展附加值。