组织职业生涯管理何以影响军工研发人员的创新行为?——自我决定与特质激活理论整合视角
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摘要
军工研发人员的创新行为作为促进军工行业持续发展的核心驱动因素,是当前军民融合组织行为学研究的热点主题。基于自我决定与特质激活理论整合视角,本文对6家军工企业和研究所共906名研发人员开展实证研究,构建了一个有调节的中介效应模型。结果发现:组织职业生涯管理对创新行为具有显著的正向预测作用,内部动机在二者关系间起部分中介作用;主动性人格分别正向调节组织职业生涯管理与内部动机、创新行为间的关系;主动性人格还正向调节内部动机在组织职业生涯管理与创新行为间的中介效应。
The innovative behavior of military industry R&D personnel as the core driving factor for the sustainable development of military industry, it is the focus topic of the current study of civilian-military integration organizational behavior. Based on the integrative perspective of self-determination theory and trait activation theory, we investigate 906 R&D personnel from 6 military industry enterprises and research institutes with questionnaire and construct a moderated mediation model. The results show that organizational career management positively predicts innovative behavior and intrinsic motivation partially mediates the above relationship. Proactive personality positively moderates the relationship between organizational career management both intrinsic motivation and innovative behavior. In addition, proactive personality positively moderates the mediation effect of intrinsic motivation between organizational career management and innovative behavior.
The innovative behavior of military industry R&D personnel as the core driving factor for the sustainable development of military industry, it is the focus topic of the current study of civilian-military integration organizational behavior. Based on the integrative perspective of self-determination theory and trait activation theory, we investigate 906 R&D personnel from 6 military industry enterprises and research institutes with questionnaire and construct a moderated mediation model. The results show that organizational career management positively predicts innovative behavior and intrinsic motivation partially mediates the above relationship. Proactive personality positively moderates the relationship between organizational career management both intrinsic motivation and innovative behavior. In addition, proactive personality positively moderates the mediation effect of intrinsic motivation between organizational career management and innovative behavior.
引文
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[25] Cubel M,Nuevo-Chiquero A,Sanchez-Pages S,et al..Do personality traits affect productivity?Evidence from the laboratory[J].The Economic Journal,2016,126(592):654- 681.
[26] Gong Y,Cheung S Y,Wang M,et al..Unfolding the proactive process for creativity:integration of the employee proactivity,information exchange,and psychological safety perspectives[J].Journal of Management,2012,38(5):1611-1633.
[27] Kristof A L.Person-organization fit:an integrative review of its conceptualizations,measurement,and implications[J].Personnel Psychology,1996,49(1):1- 49.
[28] 刘琛琳,张博坚.核心自我评价、职业探索与职业生涯规划:主动性人格的调节作用[J].中国人力资源开发,2017,(9):58- 69.
[29] Ho V T,Wong S S,Lee C H.A table of passion:linking job passion and cognitive engagement to employee work performance[J].Journal of Management Studies,2011,48(1):26- 47.
[30] 张建卫,赵辉,李海红,等.团队创新氛围、内部动机与团队科学创造力——团队共享心智模式的调节作用[J].科技进步与对策,2018,35(6):149-155.
[2] Scott S G,Bruce R A.Determinants of innovative behavior:a path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(5):580- 607.
[3] 刘云,石金涛.组织创新气氛与激励偏好对员工创新行为的交互效应研究[J].管理世界,2009,(10):88-101.
[4] 吕霄,樊耘,张婕,等.前摄性人格对角色内绩效的影响:个性化交易和员工创新行为的作用[J].科学学与科学技术管理,2016,37(8):170-180.
[5] 张振刚,李云健,余传鹏.员工的主动性人格与创新行为关系的研究[J].科学学与科学技术管理,2014,35(7):171-180.
[6] Tett R P,Guterman H A.Situation trait relevance,trait expression,and cross-situational consistency:testing a principle of trait activation[J].Journal of Research in Personality,2000,34(4):397- 423.
[7] 龙立荣,方俐洛,凌文辁.组织职业生涯管理与员工心理与行为的关系[J].心理学报,2002,34(1):97-105.
[8] Supeli A,Creed P A.The longitudinal relationship between protean career orientation and job satisfaction,organizational commitment,and intention-to-quit[J].Journal of Career Development,2015,43(1):66- 80.
[9] Hon A H Y,Chan W W H,Lu L.Overcoming work-related stress and promoting employee creativity in hotel industry:the role of task feedback from supervisor[J].International Journal of Hospitality Management,2013,33(1):416- 424.
[10] Weng Q X,McElroy J C.Organizational career growth,affective occupational commitment and turnover intentions[J].Journal of Vocational Behavior,2012,80(2):256-265.
[11] 翁清雄,卞泽娟.组织职业生涯管理与员工职业成长:基于匹配理论的研究[J].外国经济与管理,2015,37(8):31- 42.
[12] Song D R,Liu H F,Gu J B,et al..Collectivism and employees’ innovative behavior:the mediating role of team identification and the moderating role of leader-member exchange[J].Creativity & Innovation Management,2018,27(2):221-231.
[13] Ryan R M,Deci E L.Self-determination theory and the facilitation of intrinsic motivation,social development,and well-being[J].American Psychologist,2000,55(1):67-78.
[14] 王宏蕾,孙健敏.高绩效工作系统与创新行为的关系研究:一个有调节的中介模型[J].科学学与科学技术管理,2017,38(12):61-73.
[15] 赵斌,韩盼盼.基于扎根理论的员工主动创新行为双路径产生机制研究[J].管理学报,2016,7(13):1003-1011.
[16] Amabile T M,Barsade S G,Muller J S,et al..Affect and creativity at work[J].Administrative Science Quarterly,2005,50(3):367- 403.
[17] Gagné M,Deci E L.Self-determination theory and work motivation[J].Journal of Organizational Behavior,2005,26(4):331-362.
[18] Fredrickson B L.What good are positive emotions[J].Review of General Psychology,1998,2(3):300-319.
[19] Grant A M,Berry J W.The necessity of others is the mother of invention:intrinsic and prosocial motivations,perspective taking,and creativity[J].Academy of Management Journal,2011,54(1):73-96.
[20] 张剑,郭德俊.创造性与环境因素的社会心理学理论[J].心理科学,2003,26(20):263-267.
[21] 商佳音,甘怡群.主动性人格对大学毕业生职业决策自我效能的影响[J].北京大学学报(自然科学版),2009,45(3):548-554.
[22] Campell D J.The proactive employee:managing workplace initiative[J].Academy of Management Perspectives,2000,14(3):52- 66.
[23] Klar M,Kasser T.Some benefits of being an activist:measuring activism and its role in psychological well-being[J].Political Psychology,2009,30(5):755-777.
[24] Van den Heuvel M,Demerouti E,Peeters M C W.The job crafting intervention:effects on job resources,self-efficacy,and affective well-being[J].Journal of Occupational and Organizational Psychology,2015,88(3):511-532.
[25] Cubel M,Nuevo-Chiquero A,Sanchez-Pages S,et al..Do personality traits affect productivity?Evidence from the laboratory[J].The Economic Journal,2016,126(592):654- 681.
[26] Gong Y,Cheung S Y,Wang M,et al..Unfolding the proactive process for creativity:integration of the employee proactivity,information exchange,and psychological safety perspectives[J].Journal of Management,2012,38(5):1611-1633.
[27] Kristof A L.Person-organization fit:an integrative review of its conceptualizations,measurement,and implications[J].Personnel Psychology,1996,49(1):1- 49.
[28] 刘琛琳,张博坚.核心自我评价、职业探索与职业生涯规划:主动性人格的调节作用[J].中国人力资源开发,2017,(9):58- 69.
[29] Ho V T,Wong S S,Lee C H.A table of passion:linking job passion and cognitive engagement to employee work performance[J].Journal of Management Studies,2011,48(1):26- 47.
[30] 张建卫,赵辉,李海红,等.团队创新氛围、内部动机与团队科学创造力——团队共享心智模式的调节作用[J].科技进步与对策,2018,35(6):149-155.