This paper focuses on the direct and interactive influence of leadership attachment styles (secure, anxious, and avoidant) and commitment HR system on two distinct stages of the individual innovation process—idea generation and implementation. We test our hypotheses in two studies. An experimental study of undergraduate students establishes a positive effect of secure attachment on idea implementation. The interplay between commitment HR system and avoidant attachment marginally predict idea generation; commitment HR system and neither secure nor anxious attachment predict implementation. A multisource multi-level field study in three EU-based private firms replicates the direct role of commitment HR system in stimulating idea implementation (but not generation) and suggests that secure attachment fosters both generation and implementation, whereas anxious attachment hinders both. Moderation analyses support only a marginal interaction between commitment HR system and secure attachment in fostering idea generation. We discuss theoretical, practical, and future research implications.

本文重点关注领导依恋风格（安全型、焦虑型和回避型）和承诺型人力资源系统对个人创新过程的两个不同阶段（创意产生和实施）的直接和互动影响。我们在两项研究中检验了我们的假设。一项针对本科生的实验研究确定了安全依恋对想法实施的积极影响。承诺型人力资源系统和回避型依恋之间的相互作用在一定程度上预测了创意的产生；承诺人力资源系统和安全或焦虑的依恋都不能预测实施。一项针对三家欧盟私营公司的多源多层次实地研究复制了承诺人力资源系统在刺激想法实施（但不是产生）中的直接作用，并表明安全依恋促进产生和实施，而焦虑的依恋阻碍了两者。适度分析仅支持承诺人力资源系统与促进创意产生的安全依恋之间的边际相互作用。我们讨论了理论、实践和未来的研究意义。