| Abstract [eng] |
114 pages, 25 tables, 4 figures, 2 appendices, 101 references. The main aim of this master’s thesis is to analyse the impact of leadership styles on employees’ innovative work behaviour by examining the mediating role of team climate and the moderating role of emotional stability. The thesis consists of three main parts: the analysis of scientific literature, research methodology, and empirical data analysis, as well as an introduction, conclusions and recommendations, a list of references, and appendices. The literature review presents an overview of the concepts of leadership styles, employees’ innovative work behaviour, team climate, and emotional stability. It analyses the factors influencing innovative behaviour, theoretical approaches to leadership styles, and examines the interrelationships among these constructs. Based on the theoretical analysis, a research model was developed and a quantitative study was conducted. The study involved 267 employed respondents from Lithuania and various foreign countries. The collected data were analysed using SPSS Statistics software. The following statistical methods were applied: descriptive statistics, Cronbach’s alpha coefficient, correlation analysis, linear regression analysis, mediator and moderator analysis using Hayes’ PROCESS macro. The results of the study revealed that transformational and transactional leadership have a statistically significant positive effect on team climate, whereas the effect of passive leadership, although statistically significant, did not correspond to the direction hypothesised. The findings also showed that team climate has a statistically significant positive effect on employees’ innovative work behaviour, while the direct effect of leadership styles on innovative work behaviour was not statistically significant. Mediation analysis indicated that team climate mediates the relationship between transactional and passive leadership and employees’ innovative work behaviour; however, no mediating effect was found in the case of transformational leadership. Moderation analysis demonstrated that emotional stability did not have a statistically significant moderating effect on the relationship between leadership styles and employees’ innovative work behaviour. The conclusions and recommendations section systematises the main findings of the literature review and the empirical study. |
