学习目标导向对员工创造力的影响路径研究
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摘要
员工创造力逐渐成为企业创新和获取竞争力的重要源泉,是影响企业绩效和企业发展的重要因素。本研究探讨了学习目标导向对员工创造力的影响机制,通过构建工作意义与反馈寻求行为的双中介模型,实证检验了学习目标导向对员工创造力的正向影响,且工作意义与反馈寻求行为在两者之间起部分中介作用。因此,为了提高企业的员工创造力,不仅要培养和激发员工学习目标导向,而且要促进员工工作意义的感知和反馈寻求行为的发生。
Employee creativity has gradually become an important source of innovation and competitiveness,and an important factor affecting corporate performance and corporate development.This study explores the impact mechanism of learning goal orientation on employee creativity.By constructing a dual mediation model of job meaning and feedback seeking behavior,this paper empirically tests the positive impact of learning goal orientation on employee creativity,and having partial mediation between the meaning of work and feedback seeking behavior.Therefore,in order to promote employee creativity,enterprises must not only promote the learning goal orientation of employees,but also cultivate the perception of the meaning of work and the feedback seeking behavior.
Employee creativity has gradually become an important source of innovation and competitiveness,and an important factor affecting corporate performance and corporate development.This study explores the impact mechanism of learning goal orientation on employee creativity.By constructing a dual mediation model of job meaning and feedback seeking behavior,this paper empirically tests the positive impact of learning goal orientation on employee creativity,and having partial mediation between the meaning of work and feedback seeking behavior.Therefore,in order to promote employee creativity,enterprises must not only promote the learning goal orientation of employees,but also cultivate the perception of the meaning of work and the feedback seeking behavior.
引文
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[6]Gupta A K,Govindarajan V,Malhotra A.Feedback-seeking behavior within multinational corporations[J].Strategic Management Journal,1999(3):205-222.
[7]Renn R W,Fedor D B.Development and field test of a feedback seeking self-efficacy and goal setting model of work performance[J].Journal of Management,2001(5):563-583.
[8]Lam W,Huang X,Snape E.Feedback-Seeking Behavior and Leader-member exchange:Do supervisor-attributed motives matter[J].Academy of Management Journal,2007(2):348-363.
[9]Wood R,Bandura A.Social cognitive theory of organizational management[J].Academy of Management Review,1989(3):361-384.
[10]Yi M Y,Hwang Y.Predicting the use of web-based information systems:Self-efficacy enjoyment learning goal orientation and the technology acceptance model[J].International Journal of Human-Computer Studies,2003(4):431-449.
[11]Rosso B D,Dekas K H,Wrzesniewski A.On the meaning of work:A theoretical integration and review[J].Research in Organizational Behavior,2010(3):91-127.
[12]Michael L A,Sheng-Tsung,Hsueh-Liang.Creative self-efficacy and innovative behavior in a service setting:Optimism as a moderator[J].Journal of Creative Behavior,2011(4):258-272.
[13]田喜洲,左晓燕,彭小平.工作意味着什么——工作意义概念、影响与研究框架[J].心理研究,2017(2):56-66.
[14]古银华.包容型领导对员工创新行为的影响—一个被调节的中介模型[J].经济管理,2016(4):93-103.
[15]Edmondson A C.Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly,1999(2):350-383.
[16]VandeWalle D.A goal orientation model of feedbackseeking behavior[J].Human Resource Management Review,2003(13):581-604.
[17]朱秀梅,方琦,鲍明旭.基于领导成员交换调节作用的目标导向对员工创业学习的影响研究[J].管理学报,2016(12):1792-1800.
[18]林忠永,杨新国.真诚领导对公务员离职倾向的影响:组织氛围和心理资本的中介作用[J]牡丹江师范学院学报:哲学社会科学版,2018(1):120-126.
[19]佟玉英.人格特质对恶意创造力的影响——情绪稳定性的中介效应[J].牡丹江师范学院学报:哲学社会科学版,2018(5):107-113.
[2]杨洪涛,肖峥嵘.团队成员和主管目标导向对个人创造力的跨层次影响[J].管理学报,2017(9):1340-1350.
[3]Arnold K A,Turner N,Barling J,Kelloway E K,McKee M C.Transformational leadership and psychological well-being:The mediating role of meaningful work[J].Journal of Occupational Health Psychology,2007(12):193-203.
[4]Harpaz I,Fu X.The structure of the meaning of work:A relative stability amidst change[J].Human Relations,2002(55):639-667.
[5]Michaelson C,Pratt M G,Grant A M.Meaningful work:Connecting business ethics and organization studies[J].Journal of Business Ethics,2014(1):77-90.
[6]Gupta A K,Govindarajan V,Malhotra A.Feedback-seeking behavior within multinational corporations[J].Strategic Management Journal,1999(3):205-222.
[7]Renn R W,Fedor D B.Development and field test of a feedback seeking self-efficacy and goal setting model of work performance[J].Journal of Management,2001(5):563-583.
[8]Lam W,Huang X,Snape E.Feedback-Seeking Behavior and Leader-member exchange:Do supervisor-attributed motives matter[J].Academy of Management Journal,2007(2):348-363.
[9]Wood R,Bandura A.Social cognitive theory of organizational management[J].Academy of Management Review,1989(3):361-384.
[10]Yi M Y,Hwang Y.Predicting the use of web-based information systems:Self-efficacy enjoyment learning goal orientation and the technology acceptance model[J].International Journal of Human-Computer Studies,2003(4):431-449.
[11]Rosso B D,Dekas K H,Wrzesniewski A.On the meaning of work:A theoretical integration and review[J].Research in Organizational Behavior,2010(3):91-127.
[12]Michael L A,Sheng-Tsung,Hsueh-Liang.Creative self-efficacy and innovative behavior in a service setting:Optimism as a moderator[J].Journal of Creative Behavior,2011(4):258-272.
[13]田喜洲,左晓燕,彭小平.工作意味着什么——工作意义概念、影响与研究框架[J].心理研究,2017(2):56-66.
[14]古银华.包容型领导对员工创新行为的影响—一个被调节的中介模型[J].经济管理,2016(4):93-103.
[15]Edmondson A C.Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly,1999(2):350-383.
[16]VandeWalle D.A goal orientation model of feedbackseeking behavior[J].Human Resource Management Review,2003(13):581-604.
[17]朱秀梅,方琦,鲍明旭.基于领导成员交换调节作用的目标导向对员工创业学习的影响研究[J].管理学报,2016(12):1792-1800.
[18]林忠永,杨新国.真诚领导对公务员离职倾向的影响:组织氛围和心理资本的中介作用[J]牡丹江师范学院学报:哲学社会科学版,2018(1):120-126.
[19]佟玉英.人格特质对恶意创造力的影响——情绪稳定性的中介效应[J].牡丹江师范学院学报:哲学社会科学版,2018(5):107-113.