忠诚还是叛逆?中国组织情境下的员工越轨创新行为
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摘要
越轨创新行为是破除创新瓶颈,摆脱"创新者的窘境"的有效手段,是新时代创新的重要途径。目的的合理性和行为的偏离性,使越轨创新行为同时具有了"忠诚"和"叛逆"的色彩。以越轨创新究竟是"忠诚"还是"叛逆"这一问题作为切入点,分别从越轨创新行为的测量、形成机制和影响效能角度构建了一个围绕越轨创新行为的系统性研究。子研究1:基于创新过程视角,探讨中国组织情境下越轨创新行为的结构维度,开发本土化量表。子研究2:分别从个体、领导和组织三个层次、动态探讨越轨创新行为的形成机制。子研究3:基于事件系统理论,从越轨创新成功/失败两方面,构建和验证越轨创新行为对组织效能的影响机制。三个子研究相互联系并逐步递进。理论贡献在于深化学术界对越轨创新行为的理解,推动c越轨创新理论的构建,并且拓展越轨理论、创新理论、积极组织行为学理论及事件系统理论的应用。
Bootleg innovation is an effective way to break the innovation bottleneck,and get rid of "The Innovator's Dilemma". It is an important channel for innovation in the new era. However,because bootleg innovation encompasses creative and deviant components, it has been labeled as both "loyal" and "rebel".Starting from the issue about whether bootleg innovation is loyal behavior or rebel behavior, we conducted a systematic research by developing a scale for bootleg innovation, exploring its formation mechanism and its effectiveness. This study consists of three sub-studies. The first sub-study refines dimensions and develops a scale for bootleg innovation in the context of Chinese organization based on the perspective of creative process. The second sub-study discusses the formation mechanism of bootleg innovation based on multi-levels. The third sub-study builds and testifies the influence mechanism of bootleg innovation on organizational effectiveness from the perspective of success and failure of bootleg innovation based on the event system theory. The three sub-studies connect with each other and progress gradually. Theoretical contributions of this study not only lie in deepening the understanding of the bootleg innovation and promoting the development of bootlegging theory, but also extending application of deviance theory,innovation theory, positive organizational behavior theory and event system theory.
Bootleg innovation is an effective way to break the innovation bottleneck,and get rid of "The Innovator's Dilemma". It is an important channel for innovation in the new era. However,because bootleg innovation encompasses creative and deviant components, it has been labeled as both "loyal" and "rebel".Starting from the issue about whether bootleg innovation is loyal behavior or rebel behavior, we conducted a systematic research by developing a scale for bootleg innovation, exploring its formation mechanism and its effectiveness. This study consists of three sub-studies. The first sub-study refines dimensions and develops a scale for bootleg innovation in the context of Chinese organization based on the perspective of creative process. The second sub-study discusses the formation mechanism of bootleg innovation based on multi-levels. The third sub-study builds and testifies the influence mechanism of bootleg innovation on organizational effectiveness from the perspective of success and failure of bootleg innovation based on the event system theory. The three sub-studies connect with each other and progress gradually. Theoretical contributions of this study not only lie in deepening the understanding of the bootleg innovation and promoting the development of bootlegging theory, but also extending application of deviance theory,innovation theory, positive organizational behavior theory and event system theory.
引文
白宝玉,孙闰松,胡巧,张雁军.(2017).心理特权:概念、测量及相关研究.心理科学进展,25(6), 1025-1035.
陈春花,赵曙明,赵海然.(2016).领先之道(修订版).北京:机械工业出版社.
陈伍洋,叶茂林,陈宇帅,彭坚.(2017).下属越轨创新对主管阻抑的影响——地位威胁感和权威主义取向的作用.心理科学,40(3),670-677.
邓传军,刘智强,王凤娟.(2017).非正式地位、错误管理文化与员工创新行为选择.管理评论,29(4), 154-162.
董晓芳,袁燕.(2014).企业创新、生命周期与聚集经济.经济学(季刊),13(2),767-792.
顾远东,彭纪生.(2010).组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用.南开管理评论.13(1),30-41.
黄光国.(1988).儒家思想与东亚现代化.台北:巨流图书公司.
黄玮,项国鹏,杜运周,刘洋.(2017).越轨创新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.南开管理评论,20(1),143-154.
刘东,刘军.(2017).事件系统理论原理及其在管理科研与实践中的应用分析.管理学季刊,(2), 64-80.
刘晓琴.(2017).非伦理领导对员工职场创新越轨行为的影响机制研究.软科学,31(9),93-96.
刘生敏,廖建桥.(2015).真实型领导真能点亮员工的希望之言吗.管理评论,27(4),111-121.
刘智强,李超,廖建桥,龙立荣.(2015).组织中地位、地位赋予方式与员工创造性产出——来自国有企事业单位的实证研究.管理世界,(3),86-101.
欧阳文珍.(2000).嫉妒心理及其内隐性研究.心理科学,23(4), 446-449.
佘溪水,张琢.(2016).战略性人力资源管理与组织效能发挥的联动策略研究.理论探讨,(2),76-80.
唐源鸿,卢谢峰,李珂.(2010).个人-组织匹配的概念、测量策略及应用:基于互动性与灵活性的反思.心理科学进展,18(11), 1762-1770.
田晓明,段锦云,孔瑜.(2012).不确定管理理论:核心概念,内容介绍及未来展望.心理研究,5(3), 70-77.
王永跃,王慧娟,王晓辰.(2015).内部人身份感知对员工创新行为的影响一创新自我效能感和遵从权威的作用.心理科学,38(4),954-959.
吴晓荣,王少东,贾虎.(2011).基于生命周期视角下的企业战略人力资源管理.企业经济,(4),78-82.
谢晓非,胡天翊,林靖,路西.(2013).期望差异:危机中的风险沟通障碍.心理科学进展,21(5),761-774.
谢俊,储小平,黄嘉欣.(2011).主管忠诚,上下级冲突与员工工作态度——基于本土家族企业的实证研究.经济管理,33(1),74-82.
于桂兰,付博.(2015).上下级关系对组织政治知觉与员工离职倾向影响的被中介的调节效应分析.管理学报,12(6), 830-838.
张燕,解蕴慧,王泸.(2015).组织公平感与员工工作行为:心理安全感的中介作用.北京大学学报(自然科学版),51(1), 180-186.
郑伯埙.(1995).差序格局与华人组织行为.本土心理学研3, 78-85.
周建涛,廖建桥.(2013).能者多言:员工建言的一个权变模型.管理学报,10(5),685-692.
周冉,段锦云,田晓明.(2011).情境相关性及其对“特质-工作结果”的调节作用.心理科学进展,19(1), 132-142.
朱迪,段锦云,田晓明.(2013).组织中的社会阻抑:概念界定、影响结果和形成机制.心理科学进展,21(1),135-143.
Antoncic, B.,&Hisrich, R. D.(2003). Clarifying the intrapreneurship concept. Journal of Small Business and Enterprise Development, 10(1),7-24.
Augsdorfer, P.(1994). The manager as pirate:An inspection of the gentle art of bootlegging. Creativity and Innovation Management, 3(2), 91-95.
Augsdorfer, P.(2005). Bootlegging and path dependency.Research Policy, 34(1), 1-11.
Augsdorfer, P.(2008). Managing the unmanageable.Research-Technology Management, 51(4), 41-47.
Augsdorfer,P.(2012). A diagnostic personality test to identify likely corporate bootleg researchers. International Journal of Innovation Management,16(1), 125-133.
Bandura,A.,Pastorelli,C.,Barbaranelli,C.,&Caprara, G. V.(1999). Self-efficacy pathways to childhood depression.Journal of Personality and Social Psychology, 76(2),258-69.
Bingham, J. B., Oldroyd, J. B., Thompson, J. A., Bednar, J.S.,&Bunderson, J. S.(2013). Status and the true believer:The impact of psychological contracts on social status attributions of friendship and influence. Organization Science, 25(1), 73-92.
Chen, N. Y. F.,&Tjosvold, D.(2007). Guanxi and leader member relationships between American managers and Chinese employees:Open-minded dialogue as mediator.Asia Pacific Journal of Management, 24(2), 171-189.
Criscuolo, P., Salter, A.,&Ter Wal, A. L.(2013). Going underground:Bootlegging and individual innovative performance. Organization Science, 25(5), 1287-1305.
Culbert, S. A.(1974). The organization trap and how to get out of it. New York:Basic Books.
Frazier,M. L.,Fainshmidt,S.,Klinger, R. L.,Pezeshkan,A.,&Vracheva, V.(2017). Psychological safety:A meta-analytic review and extension. Personnel Psychology70(1), 113-165.
Fuller, J. B., Marler, L. E.,&Hester, K.(2006). Promoting felt responsibility for constructive change and proactive behavior:Exploring aspects of an elaborated model of work design. Journal of Organizational Behavior, 27(8),1089-1120.
Globocnik, D.,&Salomo, S.(2015). Do formal management practices impact the emergence of bootlegging behavior?.Journal of Product Innovation Management, 32(4), 505-521.
Grant, A. M.,&Berry, J. W.(2011). The necessity of others is the mother of invention:Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of Management Journal, 54(1), 73-96.
Hill, S. E.,&Buss, D. M.(2006). Envy and positional bias in the evolutionary psychology of management. Managerial and Decision Economics,27(2-3), 131-143.
Jawahar, I. M.,&McLaughlin, G. L.(2001). Toward a descriptive stakeholder theory:An organizational life cycle approach. Academy of Management Review, 26(3), 397-414.
Laursen, K., Masciarelli, F.,&Prencipe, A.(2012). Regions matter:How localized social capital affects innovation andexternal knowledge acquisition. Organization Science, 23(1),177-193.
Lin, B. L., Mainemelis, C.,&Kark, R.(2016). Leaders'responses to creative deviance:Differential effects on subsequent creative deviance and creative performance.The Leadership Quarterly, 27(4), 537-556.
Mainemelis, C.(2010). Stealing fire:Creative deviance in the evolution of new ideas. Academy of Management Review, 35(4), 558-578.
Masoudnia, Y.,&Szwejczewski, M.(2012). Bootlegging in the R&D departments of high-technology firms. ResearchTechnology Management, 55(5), 35-42.
Morgeson, F. P., Mitchell, T. R.,&Liu, D.(2015). Event system theory:An event-oriented approach to the organizational sciences. Academy of Management Review,40(4), 515-537.
Mueller, J. S.,&Kamdar, D.(2011). Why seeking help from teammates is a blessing and a curse:A theory of help seeking and individual creativity in team contexts. Journal of Applied Psychology, 96(2), 263-272.
Perretti, F.,&Negro, G.(2006). Filling empty seats:How status and organizational hierarchies affect exploration versus exploitation in team design. Academy of Management Journal, 49(4), 759-777.
Seiling, J. G.(2001). The meaning and role of organizational advocacy:Responsibility and accountability in the workplace.Westport, CN:Quorum Books.
Tai,K.,Narayanan,J.,&McAllister, D. J.(2012). Envy as pain:Rethinking the nature of envy and its implications for employees and organizations. Academy of Management Review, 37(1), 107-129.
Tett, R. P.,&Burnett, D. D.(2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), 500-517.
Tett, R. P.,&Guterman, H. A.(2000). Situation trait relevance, trait expression, and cross-situational consistency:Testing a principle of trait activation. Journal of Research in Personality, 34(4), 397-423.
Tierney, P.,&Farmer, S. M.(2002). Creative self-efficacy:Its potential antecedents and relationship to creative performance. Academy of Management Journal, 45(6),1137-1148.
Yli-Renko, H., Autio, E.,&Sapienza, H. J.(2001). Social capital, knowledge acquisition, and knowledge exploitation in young technology-based firms. Strategic Management Journal, 22(6-7), 587-613.
陈春花,赵曙明,赵海然.(2016).领先之道(修订版).北京:机械工业出版社.
陈伍洋,叶茂林,陈宇帅,彭坚.(2017).下属越轨创新对主管阻抑的影响——地位威胁感和权威主义取向的作用.心理科学,40(3),670-677.
邓传军,刘智强,王凤娟.(2017).非正式地位、错误管理文化与员工创新行为选择.管理评论,29(4), 154-162.
董晓芳,袁燕.(2014).企业创新、生命周期与聚集经济.经济学(季刊),13(2),767-792.
顾远东,彭纪生.(2010).组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用.南开管理评论.13(1),30-41.
黄光国.(1988).儒家思想与东亚现代化.台北:巨流图书公司.
黄玮,项国鹏,杜运周,刘洋.(2017).越轨创新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.南开管理评论,20(1),143-154.
刘东,刘军.(2017).事件系统理论原理及其在管理科研与实践中的应用分析.管理学季刊,(2), 64-80.
刘晓琴.(2017).非伦理领导对员工职场创新越轨行为的影响机制研究.软科学,31(9),93-96.
刘生敏,廖建桥.(2015).真实型领导真能点亮员工的希望之言吗.管理评论,27(4),111-121.
刘智强,李超,廖建桥,龙立荣.(2015).组织中地位、地位赋予方式与员工创造性产出——来自国有企事业单位的实证研究.管理世界,(3),86-101.
欧阳文珍.(2000).嫉妒心理及其内隐性研究.心理科学,23(4), 446-449.
佘溪水,张琢.(2016).战略性人力资源管理与组织效能发挥的联动策略研究.理论探讨,(2),76-80.
唐源鸿,卢谢峰,李珂.(2010).个人-组织匹配的概念、测量策略及应用:基于互动性与灵活性的反思.心理科学进展,18(11), 1762-1770.
田晓明,段锦云,孔瑜.(2012).不确定管理理论:核心概念,内容介绍及未来展望.心理研究,5(3), 70-77.
王永跃,王慧娟,王晓辰.(2015).内部人身份感知对员工创新行为的影响一创新自我效能感和遵从权威的作用.心理科学,38(4),954-959.
吴晓荣,王少东,贾虎.(2011).基于生命周期视角下的企业战略人力资源管理.企业经济,(4),78-82.
谢晓非,胡天翊,林靖,路西.(2013).期望差异:危机中的风险沟通障碍.心理科学进展,21(5),761-774.
谢俊,储小平,黄嘉欣.(2011).主管忠诚,上下级冲突与员工工作态度——基于本土家族企业的实证研究.经济管理,33(1),74-82.
于桂兰,付博.(2015).上下级关系对组织政治知觉与员工离职倾向影响的被中介的调节效应分析.管理学报,12(6), 830-838.
张燕,解蕴慧,王泸.(2015).组织公平感与员工工作行为:心理安全感的中介作用.北京大学学报(自然科学版),51(1), 180-186.
郑伯埙.(1995).差序格局与华人组织行为.本土心理学研3, 78-85.
周建涛,廖建桥.(2013).能者多言:员工建言的一个权变模型.管理学报,10(5),685-692.
周冉,段锦云,田晓明.(2011).情境相关性及其对“特质-工作结果”的调节作用.心理科学进展,19(1), 132-142.
朱迪,段锦云,田晓明.(2013).组织中的社会阻抑:概念界定、影响结果和形成机制.心理科学进展,21(1),135-143.
Antoncic, B.,&Hisrich, R. D.(2003). Clarifying the intrapreneurship concept. Journal of Small Business and Enterprise Development, 10(1),7-24.
Augsdorfer, P.(1994). The manager as pirate:An inspection of the gentle art of bootlegging. Creativity and Innovation Management, 3(2), 91-95.
Augsdorfer, P.(2005). Bootlegging and path dependency.Research Policy, 34(1), 1-11.
Augsdorfer, P.(2008). Managing the unmanageable.Research-Technology Management, 51(4), 41-47.
Augsdorfer,P.(2012). A diagnostic personality test to identify likely corporate bootleg researchers. International Journal of Innovation Management,16(1), 125-133.
Bandura,A.,Pastorelli,C.,Barbaranelli,C.,&Caprara, G. V.(1999). Self-efficacy pathways to childhood depression.Journal of Personality and Social Psychology, 76(2),258-69.
Bingham, J. B., Oldroyd, J. B., Thompson, J. A., Bednar, J.S.,&Bunderson, J. S.(2013). Status and the true believer:The impact of psychological contracts on social status attributions of friendship and influence. Organization Science, 25(1), 73-92.
Chen, N. Y. F.,&Tjosvold, D.(2007). Guanxi and leader member relationships between American managers and Chinese employees:Open-minded dialogue as mediator.Asia Pacific Journal of Management, 24(2), 171-189.
Criscuolo, P., Salter, A.,&Ter Wal, A. L.(2013). Going underground:Bootlegging and individual innovative performance. Organization Science, 25(5), 1287-1305.
Culbert, S. A.(1974). The organization trap and how to get out of it. New York:Basic Books.
Frazier,M. L.,Fainshmidt,S.,Klinger, R. L.,Pezeshkan,A.,&Vracheva, V.(2017). Psychological safety:A meta-analytic review and extension. Personnel Psychology70(1), 113-165.
Fuller, J. B., Marler, L. E.,&Hester, K.(2006). Promoting felt responsibility for constructive change and proactive behavior:Exploring aspects of an elaborated model of work design. Journal of Organizational Behavior, 27(8),1089-1120.
Globocnik, D.,&Salomo, S.(2015). Do formal management practices impact the emergence of bootlegging behavior?.Journal of Product Innovation Management, 32(4), 505-521.
Grant, A. M.,&Berry, J. W.(2011). The necessity of others is the mother of invention:Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of Management Journal, 54(1), 73-96.
Hill, S. E.,&Buss, D. M.(2006). Envy and positional bias in the evolutionary psychology of management. Managerial and Decision Economics,27(2-3), 131-143.
Jawahar, I. M.,&McLaughlin, G. L.(2001). Toward a descriptive stakeholder theory:An organizational life cycle approach. Academy of Management Review, 26(3), 397-414.
Laursen, K., Masciarelli, F.,&Prencipe, A.(2012). Regions matter:How localized social capital affects innovation andexternal knowledge acquisition. Organization Science, 23(1),177-193.
Lin, B. L., Mainemelis, C.,&Kark, R.(2016). Leaders'responses to creative deviance:Differential effects on subsequent creative deviance and creative performance.The Leadership Quarterly, 27(4), 537-556.
Mainemelis, C.(2010). Stealing fire:Creative deviance in the evolution of new ideas. Academy of Management Review, 35(4), 558-578.
Masoudnia, Y.,&Szwejczewski, M.(2012). Bootlegging in the R&D departments of high-technology firms. ResearchTechnology Management, 55(5), 35-42.
Morgeson, F. P., Mitchell, T. R.,&Liu, D.(2015). Event system theory:An event-oriented approach to the organizational sciences. Academy of Management Review,40(4), 515-537.
Mueller, J. S.,&Kamdar, D.(2011). Why seeking help from teammates is a blessing and a curse:A theory of help seeking and individual creativity in team contexts. Journal of Applied Psychology, 96(2), 263-272.
Perretti, F.,&Negro, G.(2006). Filling empty seats:How status and organizational hierarchies affect exploration versus exploitation in team design. Academy of Management Journal, 49(4), 759-777.
Seiling, J. G.(2001). The meaning and role of organizational advocacy:Responsibility and accountability in the workplace.Westport, CN:Quorum Books.
Tai,K.,Narayanan,J.,&McAllister, D. J.(2012). Envy as pain:Rethinking the nature of envy and its implications for employees and organizations. Academy of Management Review, 37(1), 107-129.
Tett, R. P.,&Burnett, D. D.(2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), 500-517.
Tett, R. P.,&Guterman, H. A.(2000). Situation trait relevance, trait expression, and cross-situational consistency:Testing a principle of trait activation. Journal of Research in Personality, 34(4), 397-423.
Tierney, P.,&Farmer, S. M.(2002). Creative self-efficacy:Its potential antecedents and relationship to creative performance. Academy of Management Journal, 45(6),1137-1148.
Yli-Renko, H., Autio, E.,&Sapienza, H. J.(2001). Social capital, knowledge acquisition, and knowledge exploitation in young technology-based firms. Strategic Management Journal, 22(6-7), 587-613.