摘要
以工作特性理论为基础,运用多元回归模型探索非常规性工作对个体创造性的影响机制,检验自我效能感的中介作用及授权型领导的调节作用。运用Mplus7.0、SPSS19.0及PROCESS软件对258份员工及主管的有效问卷进行数据分析,结果显示,非常规性工作与员工创造性显著正相关;自我效能感在非常规性工作对员工创造性的影响过程中起完全中介作用,授权型领导在非常规性工作对自我效能感的影响过程中起调节作用。进一步地,授权型领导显著正向调节自我效能感在非常规性工作与创造性之间的中介作用,即在高授权型领导情境下,上述中介作用增强,反之减弱。
Based on the job characteristics theory,this article explored the influence mechanism of non-routine work on employees' creativity in the use of multiple regression models,examined the mediating role of self-efficacy and the moderating role of empowering leadership.Using Mplus7.0,SPSS19.0 and its Process plug-in to analyze the data of 258 valid questionnaires of employees and their supervisors.This study explores the influence mechanism of non-routine work effects on employees' creativity.The results show that there is a significant positive correlation between non-routine work and employees' creativity.Self-efficacy plays the fully mediating role between non-routine work and employees' creativity,and empowering leadership plays the moderating role between non-routine work and self-efficacy,as well as the mediating effect of non-routine work on creativity through empowering leadership.In the context of high empowering leadership,the above mediating effect is enhanced,whereas the less.
引文
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