本文利用中国广东省某微电机公司400名员工及其主管问卷调查数据研究了授权型领导对员工创造力的影响机制, 并对自我效能和内在动机的中介作用进行检验, 结果表明: 自我效能在授权型领导与员工创造力的关系中起部分中介作用; 内在动机与授权型领导正相关, 与员工创造力关系则不显著, 内在动机并不成为授权型领导与员工创造力关系的中介变量. 因此, 领导者应当通过授权的方式提高员工自我效能与内在动机, 从而提高员工的创造力, 进而提高企业的绩效.%This study investigates the mechanism of empowering leadership's impact on employee's creativity by exami-ning the mediating roles of self-efficacy and intrinsic motivation. 400 employees and their supervisors from a micro elec-tric motor manufacturing company which located in Guangdong province of China are surveyed and the regression results indicate that self-efficacy partially mediates the relationship between empowering leadership and employee's creativity;intrinsic motivation is positively related to empowering leadership but is not significantly associated with employee's crea-tivity, intrinsic motivation is not the mediator between empowering leadership and employee's creativity. Leaders should delegate authority to employees in order to enhance employee's self-efficacy and intrinsic motivation to improve employ-ee's creativity and firm performance.
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