Integrating the behavioral theory of leadership, the componential theory of creativity and the self-determination theory (SDT), the study tests the relationships between leadership, work motivation (intrinsic motivation, integrated extrinsic motivation, extrinsic motivation) and employee-level innovation (innovative work behavior and innovation outcomes) in a work setting.,Data were collected using a survey questionnaire from 493 scientists working in India's largest civilian research and development (R&D) organization. The structural equation modeling (SEM) method was used to test the hypothesized relationships between the study variables.,The study found evidence for positive relationships between leadership, employee autonomous motivation (intrinsic and integrated extrinsic motivation) and employee-level innovation. The study shows that extrinsic motivation is positively related to innovation only when the value of rewards is integrated to one's sense of self (integrated extrinsic motivation). Extrinsic motivation, otherwise, is not related to innovation.,The study was cross-sectional, so inferences about causality are limited.,First, while extrinsic motivation is considered bad for innovation, the study provides evidence that integrated extrinsic motivation complements intrinsic motivation and encourages employee-level innovation. Second, the study shows that leaders can aid the process of development of autonomous motivation by displaying positive behaviors. Third, the study validates the mediating role of autonomous motivation for the leadership–innovation relationship.,The study provides an insight into the underlying process through which leaders can impact innovation at the workplace. To the best of the author's knowledge, such a study is the first of its kind undertaken in an organizational context.

中文翻译：

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领导力，动力与员工水平创新之间的关系：来自印度的证据

该研究将领导行为理论，创造力成分理论和自我决定理论（SDT）整合在一起，测试了领导力，工作动机（内部动机，综合外部动机，外部动机）和员工水平创新（创新）之间的关系。工作行为和创新成果）。使用调查问卷从印度最大的民用研究与开发（R＆D）组织中的493位科学家中收集数据。结构方程模型（SEM）方法用于检验研究变量之间的假设关系。研究发现了领导力，员工自主动机（内部和外部综合动机）与员工水平创新之间正相关的证据。研究表明，只有当奖励的价值与一个人的自我意识整合在一起时，外部动机才与创新正相关（外部动机综合）。否则，外部动机与创新无关。该研究是横断面的，因此对因果关系的推论是有限的。首先，虽然外部动机被认为不利于创新，但这项研究提供了证据，表明综合外部动机对内在动机和内在动机具有补充作用。鼓励员工层面的创新。其次，研究表明，领导者可以通过表现积极的行为来辅助自主动机的发展。第三，该研究验证了自主动机对领导与创新关系的中介作用。该研究提供了对领导者可以通过其影响工作场所创新的基本过程的见解。据作者所知，这样的研究是在组织背景下进行的第一次此类研究。