体面劳动、创新自我效能与员工创造力:中国情境下组织文化的调节作用
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摘要
体面劳动的提出引起了国际社会的共鸣,对体面劳动的研究也受到世界各国的重视。本文借鉴自我决定理论,探讨体面劳动感知对员工创造力的影响机制,尤其是研究创新自我效能的中介作用和中国情境下组织文化的调节作用。通过对367名上市公司员工及其直接领导的配对调查,研究发现:(1)体面劳动对员工创造力存在显著的正向预测效果;(2)创新自我效能在体面劳动与员工创造力之间起部分中介作用;(3)中国情境下的组织文化显著调节了创新自我效能对体面劳动与员工创造力之间关系的中介作用。其中,外倾型组织文化与团队型组织文化均具有正向调节作用,而层级型组织文化抑制创新自我效能对体面劳动与员工创造力之间关系的中介作用。
Decent work. As an emerging term that resonates with the international community,has become a hot research topic throughout the world. Based on the self-determination theory,this paper explores the mechanism of how decent work perception influences employees' creativity,especially the mediation of creative self-efficacy and the moderating role of organizational culture in Chinese context.Through paired investigation of 367 listed companies' employees and their immediate leaders,the empirical study finds that:( 1) decent work has a significant positive effect on employees' creativity;( 2) creative self-efficacy plays a partial intermediary role between decent work and employees' creativity;( 3) The relationship between creative self-efficacy and employees' creativity is moderated by organizational culture in Chinese context. The extrovert organizational culture and team organizational culture have a positive moderating effect,while hierarchical organizational culture inhibits the intermediary role that creative self-efficacy has on the relationship between decent work and employees' creativity.
Decent work. As an emerging term that resonates with the international community,has become a hot research topic throughout the world. Based on the self-determination theory,this paper explores the mechanism of how decent work perception influences employees' creativity,especially the mediation of creative self-efficacy and the moderating role of organizational culture in Chinese context.Through paired investigation of 367 listed companies' employees and their immediate leaders,the empirical study finds that:( 1) decent work has a significant positive effect on employees' creativity;( 2) creative self-efficacy plays a partial intermediary role between decent work and employees' creativity;( 3) The relationship between creative self-efficacy and employees' creativity is moderated by organizational culture in Chinese context. The extrovert organizational culture and team organizational culture have a positive moderating effect,while hierarchical organizational culture inhibits the intermediary role that creative self-efficacy has on the relationship between decent work and employees' creativity.
引文
[1]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创新自我效能的作用[J].心理学报,2013,45(3):363-376
[2]Richard A.,Igor C.,Philippe E.,et al.Measuring Decent Work with Statistical Indicators[J].International Labour Review,2003,142(2):147-178
[3]王婷.企业一线员工体面劳动感知的意义构建及对敬业度的影响机理研究[D].西南财经大学博士论文,2014
[4]丁越兰,周莉,郭婧.国外体面劳动研究进展及趋势[J].中国劳动关系学院学报,2013,27(2):87-90
[5]Blackett A.Introduction:Regulating Decent Work for Domestic Workers[J].Canadian Journal of Women&the Law,2011,23(1):1-46
[6]Papadakis K.Civil Society,Participatory Governance and Decent Work Objectives:The Case of South Africa[J].Cifor,2001,11(1):30-43
[7]Servais J.M.Globalization and Decent Work Policy:Reflections upon a New Legal Approach[J].International Labour Review,2004,143(1-2):185-207
[8]卿涛,章璐璐,王婷.体面劳动测量及有效性检验[J].经济体制改革,2015,33(4):195-200
[9]Burchell B.,Sehnbruch K.,Piasna A.,et al.The Quality of Employment and Decent Work:Definitions,Methodologies,and Ongoing Debates[J].Cambridge Journal of Economics,2013,38(2):459-477
[10]Deci E.L.,Ryan R.M.The“What”and“Why”of Goal Pursuits:Human Needs and the Self-determination of Behavior[J].Psychological Inquiry,2000,11(4):227-268
[11]张剑,张微,Deci E.L.心理需要的满足与工作满意度:哪一个能够更好地预测工作绩效?[J].管理评论,2012,24(6):98-132
[12]Amabile T.M.,Conti R.Changes in the Work Environment for Creativity During Downsizing[J].Academy of Management Journal,1999,42(6):630-640
[13]张勇,龙立荣,贺伟.绩效薪酬对员工突破性创造力和渐进性创造力的影响[J].心理学报,2014,46(12):1880-1896
[14]魏峰,袁欣,邸杨.交易型领导、团队授权氛围和心理授权影响下属创新绩效的跨层次研究[J].管理世界,2009,(4):135-142
[15]曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8):90-101
[16]王端旭,赵轶.学习目标取向对员工创造力的影响机制研究:积极心境和领导成员交换的作用[J].科学学与科学技术管理,2011,32(9):172-179
[17]张勇,龙立荣.人—工作匹配、工作不安全感对雇员创造力的影响[J].南开管理评论,2013,16(5):16-25
[18]Bandura A.Self-efficacy:The Exercise of Control[J].Journal of Cognitive Psychotherapy,1997,604(2):158-166
[19]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
[20]Tierney P.,Farmer S.M.The Pygmalion Process and Employee Creativity[J].Journal of Management,2004,30(3):413-432
[21]杨晶照,杨东涛,赵顺娣,等.工作场所中员工创新的内驱力:员工创新自我效能感[J].心理科学进展,2011,19(9):1363-1370
[22]Ford C.M.A Theory of Individual Creative Action in Multiple Social Domains[J].Academy of Management Review,1996,21(4):1112-1142
[23]顾远东,彭纪生.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[J].南开管理评论,2010,13(1):30-41
[24]Gong Y.,Huang J.C.,Farh J.L.Employee Learning Orientation,Transformational Leadership,and Employee Creativity:The Mediating Role of Employee Creative Self-Efficacy[J].Academy of Management Journal,2009,52(4):765-778
[25]Shane S.Cultural Influences on National Rates of Innovation[J].Journal of Business Venturing,1993,8(1):59-73
[26]杨国枢,余安邦,叶明华.中国人的传统性与现代性概念与测量[C].中国人的心理与行为:台北会议,1991
[27]朱武生,宋联可.中国情景下的组织文化分类实证研究[J].南京社会科学,2010,21(10):62-67
[28]Hofstede G.Attitudes,Values and Organizational Culture:Disentangling the Concepts[J].Organization Studies,1998,19(3):477-493
[29]汤超颖,朱月利,商继美.变革型领导、团队文化与科研团队创造力的关系[J].科学学研究,2011,29(2):275-282
[30]Smith K.G.,Clark K.D.Existing Knowledge,Knowledge Creation Capability,and the Rate of New Product Introduction in High-technology Firms[J].Academy of Management Journal,2005,48(2):346-357
[31]Podsakoff P.M.,Mackenzie S.B.,Lee J.Y.,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879-903
[32]Preacher K.J.,Rucker D.D.,Hayes A.F.Assessing Moderated Mediation Hypotheses:Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1):185-227
[33]李育辉,王桢,黄灿炜,等.辱虐管理对员工心理痛苦和工作绩效的影响:一个被调节的中介模型[J].管理评论,2016,28(2):127-137
[34]Chen F.,Sengupta J.Forced to Be Bad:The Positive Impact of Low-Autonomy Vice Consumption on Consumer Vitality[J].Journal of Consumer Research,2014,41(4):1089-1107
[35]陈晓萍,徐淑英,樊景立.组织与管理究的实证方法[M].北京:北京大学出版社,2012
[36]Mcconville T.Devolved HRM Responsibilities,Middle-managers and Role Dissonance[J].Personnel Review,2006,35(6):637-653
[37]Valentine S.,Godkin L.,Fleischman G.M.,et al.Corporate Ethical Values,Group Creativity,Job Satisfaction and Turnover Intention:The Impact of Work Context on Work Response[J].Journal of Business Ethics,2011,98(3):353-372
[2]Richard A.,Igor C.,Philippe E.,et al.Measuring Decent Work with Statistical Indicators[J].International Labour Review,2003,142(2):147-178
[3]王婷.企业一线员工体面劳动感知的意义构建及对敬业度的影响机理研究[D].西南财经大学博士论文,2014
[4]丁越兰,周莉,郭婧.国外体面劳动研究进展及趋势[J].中国劳动关系学院学报,2013,27(2):87-90
[5]Blackett A.Introduction:Regulating Decent Work for Domestic Workers[J].Canadian Journal of Women&the Law,2011,23(1):1-46
[6]Papadakis K.Civil Society,Participatory Governance and Decent Work Objectives:The Case of South Africa[J].Cifor,2001,11(1):30-43
[7]Servais J.M.Globalization and Decent Work Policy:Reflections upon a New Legal Approach[J].International Labour Review,2004,143(1-2):185-207
[8]卿涛,章璐璐,王婷.体面劳动测量及有效性检验[J].经济体制改革,2015,33(4):195-200
[9]Burchell B.,Sehnbruch K.,Piasna A.,et al.The Quality of Employment and Decent Work:Definitions,Methodologies,and Ongoing Debates[J].Cambridge Journal of Economics,2013,38(2):459-477
[10]Deci E.L.,Ryan R.M.The“What”and“Why”of Goal Pursuits:Human Needs and the Self-determination of Behavior[J].Psychological Inquiry,2000,11(4):227-268
[11]张剑,张微,Deci E.L.心理需要的满足与工作满意度:哪一个能够更好地预测工作绩效?[J].管理评论,2012,24(6):98-132
[12]Amabile T.M.,Conti R.Changes in the Work Environment for Creativity During Downsizing[J].Academy of Management Journal,1999,42(6):630-640
[13]张勇,龙立荣,贺伟.绩效薪酬对员工突破性创造力和渐进性创造力的影响[J].心理学报,2014,46(12):1880-1896
[14]魏峰,袁欣,邸杨.交易型领导、团队授权氛围和心理授权影响下属创新绩效的跨层次研究[J].管理世界,2009,(4):135-142
[15]曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8):90-101
[16]王端旭,赵轶.学习目标取向对员工创造力的影响机制研究:积极心境和领导成员交换的作用[J].科学学与科学技术管理,2011,32(9):172-179
[17]张勇,龙立荣.人—工作匹配、工作不安全感对雇员创造力的影响[J].南开管理评论,2013,16(5):16-25
[18]Bandura A.Self-efficacy:The Exercise of Control[J].Journal of Cognitive Psychotherapy,1997,604(2):158-166
[19]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
[20]Tierney P.,Farmer S.M.The Pygmalion Process and Employee Creativity[J].Journal of Management,2004,30(3):413-432
[21]杨晶照,杨东涛,赵顺娣,等.工作场所中员工创新的内驱力:员工创新自我效能感[J].心理科学进展,2011,19(9):1363-1370
[22]Ford C.M.A Theory of Individual Creative Action in Multiple Social Domains[J].Academy of Management Review,1996,21(4):1112-1142
[23]顾远东,彭纪生.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[J].南开管理评论,2010,13(1):30-41
[24]Gong Y.,Huang J.C.,Farh J.L.Employee Learning Orientation,Transformational Leadership,and Employee Creativity:The Mediating Role of Employee Creative Self-Efficacy[J].Academy of Management Journal,2009,52(4):765-778
[25]Shane S.Cultural Influences on National Rates of Innovation[J].Journal of Business Venturing,1993,8(1):59-73
[26]杨国枢,余安邦,叶明华.中国人的传统性与现代性概念与测量[C].中国人的心理与行为:台北会议,1991
[27]朱武生,宋联可.中国情景下的组织文化分类实证研究[J].南京社会科学,2010,21(10):62-67
[28]Hofstede G.Attitudes,Values and Organizational Culture:Disentangling the Concepts[J].Organization Studies,1998,19(3):477-493
[29]汤超颖,朱月利,商继美.变革型领导、团队文化与科研团队创造力的关系[J].科学学研究,2011,29(2):275-282
[30]Smith K.G.,Clark K.D.Existing Knowledge,Knowledge Creation Capability,and the Rate of New Product Introduction in High-technology Firms[J].Academy of Management Journal,2005,48(2):346-357
[31]Podsakoff P.M.,Mackenzie S.B.,Lee J.Y.,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879-903
[32]Preacher K.J.,Rucker D.D.,Hayes A.F.Assessing Moderated Mediation Hypotheses:Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1):185-227
[33]李育辉,王桢,黄灿炜,等.辱虐管理对员工心理痛苦和工作绩效的影响:一个被调节的中介模型[J].管理评论,2016,28(2):127-137
[34]Chen F.,Sengupta J.Forced to Be Bad:The Positive Impact of Low-Autonomy Vice Consumption on Consumer Vitality[J].Journal of Consumer Research,2014,41(4):1089-1107
[35]陈晓萍,徐淑英,樊景立.组织与管理究的实证方法[M].北京:北京大学出版社,2012
[36]Mcconville T.Devolved HRM Responsibilities,Middle-managers and Role Dissonance[J].Personnel Review,2006,35(6):637-653
[37]Valentine S.,Godkin L.,Fleischman G.M.,et al.Corporate Ethical Values,Group Creativity,Job Satisfaction and Turnover Intention:The Impact of Work Context on Work Response[J].Journal of Business Ethics,2011,98(3):353-372