组织创新氛围对越轨创新行为的影响机制研究
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摘要
基于社会认知理论,分析组织创新氛围、个人—组织匹配以及创新自我效能感对越轨创新行为的影响。结果表明:组织创新氛围正向影响员工越轨创新行为,而创新自我效能感在两者之间起中介作用。个人—组织匹配不仅正向调节组织创新氛围与创新自我效能感的关系,还进一步调节了组织创新氛围通过创新自我效能感影响越轨创新行为的间接效应。
Based on social cognitive theory,this paper examines the impact of organizational creative climate,personal-organization fit,and creative self-efficacy on creative deviant behavior.Result shows that the organizational creative climate has a positive impact on the behavior of creative deviant,and the creative self-efficacy mediates the relationship between organizational creative climate and creative deviant.Personal-organization fit positively moderates the relationship between organizational creative climate and creative self-efficacy.And the indirect effect of organizational creative climate on employees'creative deviant via creative self-efficacy is stronger for employees with high level of personal-organization fit.
Based on social cognitive theory,this paper examines the impact of organizational creative climate,personal-organization fit,and creative self-efficacy on creative deviant behavior.Result shows that the organizational creative climate has a positive impact on the behavior of creative deviant,and the creative self-efficacy mediates the relationship between organizational creative climate and creative deviant.Personal-organization fit positively moderates the relationship between organizational creative climate and creative self-efficacy.And the indirect effect of organizational creative climate on employees'creative deviant via creative self-efficacy is stronger for employees with high level of personal-organization fit.
引文
[1]刘志彪.新时代实现创新引领性发展:关键问题和运行机制——学习十九大报告关于建设创新型国家的体会[J].中国地质大学学报(社会科学版),2018,18(2):1-7.
[2]黄玮,项国鹏,杜运周,等.越轨创新行为与个体创新绩效的关系研究——地位和创造力的联合调节作用[J].南开管理评论,2017,20(1):143-154.
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[4]Mainemelis C.Stealing Fire:Creative Deviance in the Evolution of New Ideas[J].Academy of Management Review,2010,35(4):558-578.
[5]王弘钰,邹纯龙,崔智淞.差序式领导对员工越轨创新行为的影响:一个有调节的中介模型[J].科技进步与对策,2018(5):1-6.
[6]Globocnik D,Salomo S.Do Formal Management Practices Impact the Emergence of Bootlegging Behavior?[J].Journal of Product Innovation Management,2015,32(4):505-521.
[7]Bandura A.Social Foundations of Thought and Action:A Cognitive Social Theory[M].New York:Pretince Hall,1986.473-635.
[8]Criscuolo P,Salter A,Wal A L J T.Going Underground:Bootlegging and Individual Innovative Performance[J].Organization Science,2013,25(5):1287-1305.
[9]刘云,石金涛,张文勤.创新气氛的概念界定与量表验证[J].科学学研究,2009,27(2):289-294.
[10]Qu R,Janssen O,Shi K.Transformational Leadership and Follower Creativity:The Mediating Role of Follower Relational Identification and the Moderating Role of Leader Creativity Expectations[J].Leadership Quarterly,2015,26(2):286-299.
[11]Tierney P,Farmer S M.Creative Self-efficacy:Its Potential Antecedents and Relationship to Creative Performance[J].Academy of Management Journal,2002,45(6):1137-1148.
[12]王永跃,王慧娟,王晓辰.内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用[J].心理科学,2015,38(4):954-959.
[13] Yu K T.Inter-Relationships among Different Types of Person-Environment Fit and Job Satisfagtion[J].Applied Psychology,2016,65(1):38-65.
[14] Astakhova M N.Explaining the Effects of Perceived Person-supervisor Fit and Person-organization Fit on Organizational Commitment in the U.S.and Japan[J].Journal of Business Research,2016,69(2):956-963.
[15]Cable,De Rue.The Convergent and Discriminant Validity of Subjective FitPerceptions[J]. JournalofApplied Psychology,2002,87(5):875-884.
[16]Lin B,Mainemelis C,Kark R.Leaders'Responses to Creative Deviance:Differential Effects on Subsequent Creative Deviance and Creative Performance[J].The Leadership Quarterly,2016,27(4):537-556.
[17]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(5):714-726.
[2]黄玮,项国鹏,杜运周,等.越轨创新行为与个体创新绩效的关系研究——地位和创造力的联合调节作用[J].南开管理评论,2017,20(1):143-154.
[3]Augsd9rfer P.A Diagnostic Personality Test to Identity Likely Corporate Bootleg Researchers[J].International Journal of Innovation Management,2012,16(1):125-133.
[4]Mainemelis C.Stealing Fire:Creative Deviance in the Evolution of New Ideas[J].Academy of Management Review,2010,35(4):558-578.
[5]王弘钰,邹纯龙,崔智淞.差序式领导对员工越轨创新行为的影响:一个有调节的中介模型[J].科技进步与对策,2018(5):1-6.
[6]Globocnik D,Salomo S.Do Formal Management Practices Impact the Emergence of Bootlegging Behavior?[J].Journal of Product Innovation Management,2015,32(4):505-521.
[7]Bandura A.Social Foundations of Thought and Action:A Cognitive Social Theory[M].New York:Pretince Hall,1986.473-635.
[8]Criscuolo P,Salter A,Wal A L J T.Going Underground:Bootlegging and Individual Innovative Performance[J].Organization Science,2013,25(5):1287-1305.
[9]刘云,石金涛,张文勤.创新气氛的概念界定与量表验证[J].科学学研究,2009,27(2):289-294.
[10]Qu R,Janssen O,Shi K.Transformational Leadership and Follower Creativity:The Mediating Role of Follower Relational Identification and the Moderating Role of Leader Creativity Expectations[J].Leadership Quarterly,2015,26(2):286-299.
[11]Tierney P,Farmer S M.Creative Self-efficacy:Its Potential Antecedents and Relationship to Creative Performance[J].Academy of Management Journal,2002,45(6):1137-1148.
[12]王永跃,王慧娟,王晓辰.内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用[J].心理科学,2015,38(4):954-959.
[13] Yu K T.Inter-Relationships among Different Types of Person-Environment Fit and Job Satisfagtion[J].Applied Psychology,2016,65(1):38-65.
[14] Astakhova M N.Explaining the Effects of Perceived Person-supervisor Fit and Person-organization Fit on Organizational Commitment in the U.S.and Japan[J].Journal of Business Research,2016,69(2):956-963.
[15]Cable,De Rue.The Convergent and Discriminant Validity of Subjective FitPerceptions[J]. JournalofApplied Psychology,2002,87(5):875-884.
[16]Lin B,Mainemelis C,Kark R.Leaders'Responses to Creative Deviance:Differential Effects on Subsequent Creative Deviance and Creative Performance[J].The Leadership Quarterly,2016,27(4):537-556.
[17]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(5):714-726.