组织创新奖酬对研发人员创新行为影响机制的实证研究
|
摘要
行为理论和自我决定理论关于企业奖酬是否以及如何影响员工创新有着不同的观点,实证研究的结论也不一致。本研究以研发人员为研究对象,从行为理论出发探讨在我国社会背景下企业创新奖酬对研发人员创新意愿及创新行为的影响,以及物质主义特性在其中的调节作用。通过312对研发人员与上司配对的一手数据,对被中介的调节模型进行实证检验。分析表明,创新奖酬的实施对研发人员创新行为有促进作用,员工的创新意愿在其中起到部分中介作用。个体的物质主义特性调节了组织创新奖酬与研发人员创新意愿之间的关系。对于高物质主义者而言,组织创新奖酬对员工创新意愿的影响作用更强。特别地,员工的物质主义特性对创新奖酬与员工创新行为之间关系的调节作用是以创新意愿作为中介。
Behavioral theory and self-determination theory held different views on whether rewards had influence on employee innovation or not and on the process that how rewards worked as well. They also had different empirical findings. From the perspective of behavioral theory,this study explored the effects of reward for innovation on the willingness to innovate and innovative behavior of R&D employees in the Chinese context,as well as the moderating effect of materialism. Based on the paired data of312 R&D employees and their supervisors,this study carried on an empirical study and tested the mediated moderation model.The results showed that reward for innovation had a positive effect on the innovative behavior of R&D employees. The willingness to innovate partly mediated the relationship. Individual's materialism moderated the relationship of reward for innovation and the willingness to innovate. For employees with high materialism,the reward for innovation had a stronger effect on the willingness to innovate. Especially,the moderating role of materialism on the reward for innovation and innovative behavior was mediated by willingness to innovate. At the end of this paper,the theoretical contributions and practical implications as well as the limitations of this study were put forward. More specifically,the theoretical contribution contained two aspects that this study focused on R&D employees,and put forward the moderating role of individual value. The practical implications are as follows: the reward for innovation didn't negatively affect the innovative behavior by crowding out the intrinsic motivation as most of the western research supposed. Also,the effect of reward for innovation on innovative behavior differed as the individual value changes. However,the data were cross-sectional and only materialism was considered as the moderator are limitations of this study.
Behavioral theory and self-determination theory held different views on whether rewards had influence on employee innovation or not and on the process that how rewards worked as well. They also had different empirical findings. From the perspective of behavioral theory,this study explored the effects of reward for innovation on the willingness to innovate and innovative behavior of R&D employees in the Chinese context,as well as the moderating effect of materialism. Based on the paired data of312 R&D employees and their supervisors,this study carried on an empirical study and tested the mediated moderation model.The results showed that reward for innovation had a positive effect on the innovative behavior of R&D employees. The willingness to innovate partly mediated the relationship. Individual's materialism moderated the relationship of reward for innovation and the willingness to innovate. For employees with high materialism,the reward for innovation had a stronger effect on the willingness to innovate. Especially,the moderating role of materialism on the reward for innovation and innovative behavior was mediated by willingness to innovate. At the end of this paper,the theoretical contributions and practical implications as well as the limitations of this study were put forward. More specifically,the theoretical contribution contained two aspects that this study focused on R&D employees,and put forward the moderating role of individual value. The practical implications are as follows: the reward for innovation didn't negatively affect the innovative behavior by crowding out the intrinsic motivation as most of the western research supposed. Also,the effect of reward for innovation on innovative behavior differed as the individual value changes. However,the data were cross-sectional and only materialism was considered as the moderator are limitations of this study.
引文
[1]杨付,张丽华.团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用[J].心理学报,2012,44(10):1383-1401.Yang Fu,Zhang Lihua.Effects of team communication and job insecurity climate on innovative behavior:The moderating role of creative self-efficacy[J].Acta Psychologica Sinica,2012,44(10):1383-1401.
[2]刘宁,刘颖.企业奖酬对员工创新绩效影响的研究评述[J].管理学报,2014,11(12):1871-1877.Liu Ning,Liu Ying.A review on the effect of firm rewards on employee’s innovative performance[J].Chinese Journal of Management,2014,11(12):1871-1877.
[3]吴婷,刘宁.企业奖励与员工创新绩效关系的元分析研究[J].华南师范大学学报(社会科学版),2016(1):143-151.Wu Ting,Liu Ning.A meta-analysis on the relationship between corporate rewards and employee creativity performance[J].Journal of South China Normal University(Social Science Edition),2016(1):143-151.
[4]Deci Edward L,Koestner Richard,Ryan Richard M.A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation[J].Psychological Bulletin,1999,125(6):627-668.
[5]Eisenberger Robert.Learned industriousness[J].Psychological Review,1991,99(2):248-267.
[6]Malik Muhammad Abdur Rahman,Butt Arif N,Choi Jin Nam.Rewards and employee creative performance:Moderating effects of creative self-efficacy,reward importance,and locus of control[J].Journal of Organizational Behavior,2015,36(1):59-74.
[7]Zhang Yong,Long Lirong,Wu Tsungyu,et al.When is pay for performance related to employee creativity in the Chinese context?The role of guanxi HRM practice,trust in management,and intrinsic motivation[J].Journal of Organizational Behavior,2015,36(5):698-719.
[8]阮爱君.激励体系对员工创新行为影响的实证研究-基于工作动机理论的分析[J].科技管理研究,2011,31(2):151-156.Ruan Aijun.Empirical study on the impact of motivation systems on employee innovative behavior[J].Science and Technology Management Research,2011,31(2):151
[9]Byron Kris,Khazanchi Shalini.Rewards and creative performance:A meta-analytic test of theoretically derived hypotheses[J].Psychological Bulletin,2012,138(4):809-830.
[10]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用[J].心理学报,2013,45(3):363-376.Zhang Yong,Long Lirong.The impact of pay for performance on employees’creativity:Moderating effect of person-job fit and mediating effect of creative self-efficacy[J].Acta Psychologica Sinica,2013,45(3):363-376.
[11]Eisenberger Robert,Aselage Justin.Incremental effects of reward on experienced performance pressure:Positive outcomes for intrinsic interest and creativity[J].Journal of Organizational Behavior,2009,30(1):95-117.
[12]邢蕊,王国红.创业导向、创新意愿与在孵企业创新绩效---孵化环境的调节作用[J].研究与发展管理,2015,2(1):100-112.Xing Rui,Wang Guohong.Entrepreneurial orientation,innovation intention and incubated firms’innovation performance---The moderating role of incubation environment[J].R&D Management,2015,2(1):100-112.
[13]Sternberg Robert J,Lubart Todd I.Investing in creativity[J].American Psychologist,1996,51(7):677-688.
[14]韩翼,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86.Han Yi,Yang Baiyin.Authentic leadership,psychological capital and innovative behavior:The moderating role of leader-member exchange[J].Management World,2011(12):78-86.
[15]Deci Edward L.Effects of externally mediated rewards on intrinsic motivation[J].Journal of Personality and Social Psychology,1971,18(1):105-115.
[16]Eisenberger Robert,Shanock Linda.Rewards intrinsic motivation and creativity:A case study of conceptual and methodological isolation[J].Creativity Research Journal,2003,15(2):121-130.
[17]Friedman Ronald S.Reinvestigating the effects of promised reward on creativity[J].Creativity Research Journal,2009,21(2):258-264.
[18]Richins Marsha L,Dawson Scott.A consumer values orientation for materialism and its measurement:Scale development and validation[J].Journal of Consumer Research,1992,19(3):303-316.
[19]谢晓东,张卫,喻承甫等.青少年物质主义与幸福感的关系:感恩的中介作用[J].心理科学,2013,36(3):638-646.Xie Xiaodong,Zhang Wei,Yu Chengfu,et.al.Adolescent materialism and well-being:A mediating effect of gratitude[J].Journal of Psychological Science,2013,36(3):638-646.
[20]张毅,游达明.科技型企业员工创新意愿影响因素的实证研究---基于TPB视角[J].南开管理评论,2014,17(4):110-119.Zhang Yi,You Daming.The empirical study about innovative intention of staff in the science and technology enterprises:Based on the theory of planned behavior[J].Nankai Business Review,2014,17(4):110-119.
[21]Richins Marsha L.The material values scale:Measurement properties and development of a short form[J].Journal of Consumer Research,2004,31(1):209-219.
[22]薛乐.企业科技人才创新意愿影响因素实证研究[D].浙江大学学位论文,2010.Xue Le.An empirical study on the determinants of the scitech talents’innovation intention[D].A Thesis from Zhejiang University,2010.
[23]Scott Susanne G,Bruce Reginald A.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(3):580-607.
[24]Baron Reuben M,Kenny David A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[25]Muller Dominique,Judd Charles M,Yzerbyt Vincent Y.When moderation is mediated and mediation is moderated[J].Journal of Personality and Social Psychology,2005,89(6):852-863.
[26]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.Wen Zhonglin,Ye Baojuan.Different methods for testing moderated mediation models:Competitors or backups[J].Acta Psychologica Sinica,2014,46(5):714-726.
[2]刘宁,刘颖.企业奖酬对员工创新绩效影响的研究评述[J].管理学报,2014,11(12):1871-1877.Liu Ning,Liu Ying.A review on the effect of firm rewards on employee’s innovative performance[J].Chinese Journal of Management,2014,11(12):1871-1877.
[3]吴婷,刘宁.企业奖励与员工创新绩效关系的元分析研究[J].华南师范大学学报(社会科学版),2016(1):143-151.Wu Ting,Liu Ning.A meta-analysis on the relationship between corporate rewards and employee creativity performance[J].Journal of South China Normal University(Social Science Edition),2016(1):143-151.
[4]Deci Edward L,Koestner Richard,Ryan Richard M.A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation[J].Psychological Bulletin,1999,125(6):627-668.
[5]Eisenberger Robert.Learned industriousness[J].Psychological Review,1991,99(2):248-267.
[6]Malik Muhammad Abdur Rahman,Butt Arif N,Choi Jin Nam.Rewards and employee creative performance:Moderating effects of creative self-efficacy,reward importance,and locus of control[J].Journal of Organizational Behavior,2015,36(1):59-74.
[7]Zhang Yong,Long Lirong,Wu Tsungyu,et al.When is pay for performance related to employee creativity in the Chinese context?The role of guanxi HRM practice,trust in management,and intrinsic motivation[J].Journal of Organizational Behavior,2015,36(5):698-719.
[8]阮爱君.激励体系对员工创新行为影响的实证研究-基于工作动机理论的分析[J].科技管理研究,2011,31(2):151-156.Ruan Aijun.Empirical study on the impact of motivation systems on employee innovative behavior[J].Science and Technology Management Research,2011,31(2):151
[9]Byron Kris,Khazanchi Shalini.Rewards and creative performance:A meta-analytic test of theoretically derived hypotheses[J].Psychological Bulletin,2012,138(4):809-830.
[10]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用[J].心理学报,2013,45(3):363-376.Zhang Yong,Long Lirong.The impact of pay for performance on employees’creativity:Moderating effect of person-job fit and mediating effect of creative self-efficacy[J].Acta Psychologica Sinica,2013,45(3):363-376.
[11]Eisenberger Robert,Aselage Justin.Incremental effects of reward on experienced performance pressure:Positive outcomes for intrinsic interest and creativity[J].Journal of Organizational Behavior,2009,30(1):95-117.
[12]邢蕊,王国红.创业导向、创新意愿与在孵企业创新绩效---孵化环境的调节作用[J].研究与发展管理,2015,2(1):100-112.Xing Rui,Wang Guohong.Entrepreneurial orientation,innovation intention and incubated firms’innovation performance---The moderating role of incubation environment[J].R&D Management,2015,2(1):100-112.
[13]Sternberg Robert J,Lubart Todd I.Investing in creativity[J].American Psychologist,1996,51(7):677-688.
[14]韩翼,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86.Han Yi,Yang Baiyin.Authentic leadership,psychological capital and innovative behavior:The moderating role of leader-member exchange[J].Management World,2011(12):78-86.
[15]Deci Edward L.Effects of externally mediated rewards on intrinsic motivation[J].Journal of Personality and Social Psychology,1971,18(1):105-115.
[16]Eisenberger Robert,Shanock Linda.Rewards intrinsic motivation and creativity:A case study of conceptual and methodological isolation[J].Creativity Research Journal,2003,15(2):121-130.
[17]Friedman Ronald S.Reinvestigating the effects of promised reward on creativity[J].Creativity Research Journal,2009,21(2):258-264.
[18]Richins Marsha L,Dawson Scott.A consumer values orientation for materialism and its measurement:Scale development and validation[J].Journal of Consumer Research,1992,19(3):303-316.
[19]谢晓东,张卫,喻承甫等.青少年物质主义与幸福感的关系:感恩的中介作用[J].心理科学,2013,36(3):638-646.Xie Xiaodong,Zhang Wei,Yu Chengfu,et.al.Adolescent materialism and well-being:A mediating effect of gratitude[J].Journal of Psychological Science,2013,36(3):638-646.
[20]张毅,游达明.科技型企业员工创新意愿影响因素的实证研究---基于TPB视角[J].南开管理评论,2014,17(4):110-119.Zhang Yi,You Daming.The empirical study about innovative intention of staff in the science and technology enterprises:Based on the theory of planned behavior[J].Nankai Business Review,2014,17(4):110-119.
[21]Richins Marsha L.The material values scale:Measurement properties and development of a short form[J].Journal of Consumer Research,2004,31(1):209-219.
[22]薛乐.企业科技人才创新意愿影响因素实证研究[D].浙江大学学位论文,2010.Xue Le.An empirical study on the determinants of the scitech talents’innovation intention[D].A Thesis from Zhejiang University,2010.
[23]Scott Susanne G,Bruce Reginald A.Determinants of innovative behavior:A path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(3):580-607.
[24]Baron Reuben M,Kenny David A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[25]Muller Dominique,Judd Charles M,Yzerbyt Vincent Y.When moderation is mediated and mediation is moderated[J].Journal of Personality and Social Psychology,2005,89(6):852-863.
[26]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.Wen Zhonglin,Ye Baojuan.Different methods for testing moderated mediation models:Competitors or backups[J].Acta Psychologica Sinica,2014,46(5):714-726.
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |