组织认同对员工创新行为的促进和抑制过程
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摘要
企业稳定发展的关键之一是员工对组织的高认同感。员工创新是企业创新发展的基石。然而关于组织认同对创新行为影响的研究发现并不一致。规范冲突模型为深入理解二者之间的关系提供了理论视角。根据此模型,员工组织认同通过不满现状和遵守现状两个相反的路径对创新行为产生促进和抑制的双重影响;员工规范冲突感知是引发不满现状和遵守现状产生的重要条件;领导创新期待与创新支持在组织认同对员工创新行为的促进和抑制过程中起到调节作用。
One of the key elements for firms to develop stably is a high level of employees' identification with their organizations. Employees' innovative behavior is the cornerstone of firms' innovation. However,there are inconsistent research findings about the influence of organizational identification on employees' innovative behavior. The normative conflict model provides a theoretical lens for deep understandings of their relationship. According to this model, organizational identification has a dual impact(i.e. promotive and prohibitive) on innovative behavior through two disparate paths(i.e. dissatisfaction of the status quo and conforming to the status quo); employees' perceptions of normative conflict are crucial conditions to trigger their dissatisfaction of and conforming to the status quo; leaders' expectations and support for employees' innovative behavior play moderating roles in the process whereby organizational identification promotes and prohibits employees' innovative behavior.
One of the key elements for firms to develop stably is a high level of employees' identification with their organizations. Employees' innovative behavior is the cornerstone of firms' innovation. However,there are inconsistent research findings about the influence of organizational identification on employees' innovative behavior. The normative conflict model provides a theoretical lens for deep understandings of their relationship. According to this model, organizational identification has a dual impact(i.e. promotive and prohibitive) on innovative behavior through two disparate paths(i.e. dissatisfaction of the status quo and conforming to the status quo); employees' perceptions of normative conflict are crucial conditions to trigger their dissatisfaction of and conforming to the status quo; leaders' expectations and support for employees' innovative behavior play moderating roles in the process whereby organizational identification promotes and prohibits employees' innovative behavior.
引文
陈静,林凤.(2017).组织氛围对员工创新行为的影响研究--以组织认同为中介变量.物流工程与管理,39(07),178-180.
杜恒波,朱千林,许衍凤.(2017).职场欺凌对研发人员知识分享意愿的影响机制研究.中国软科学,(2),113-122.
顾远东,周文莉,彭纪生.(2016).组织创新支持感与员工创新行为:多重认同的中介作用.科技管理研究,36(16),129-136.
简浩贤,徐云飞,曹曼,赵曙明.(2017).基于组织认同视角的包容性领导与员工敬业度关系研究.管理学报,14(11),1624-1630.
刘晔,曲如杰,时勘,邓麦村.(2016).领导创新期待对员工根本性创新行为的影响:创新过程投入的视角.南开管理评论,19(6),17-26.
马力,焦捷,陈爱华,姜翰.(2011).通过法则关系区分员工对组织的认同与反认同.心理学报,43(3),322-337.
马璐,朱双.(2015).组织认同与关系冲突视角下不当督导对员工创新行为的影响.科技进步与对策,32(21),150-155.
王艳子,罗瑾琏.(2010).组织认同对员工创新行为的影响研究:基于知识共享的中介效应分析.管理现代化,(6),47-49.
徐美芳.(2017).金融业员工创新行为与组织认同关系研究--基于上海某大型金融企业的调研.上海经济研究,10,59-67.
张伶,聂婷,黄华.(2014).基于工作压力和组织认同中介调节效应检验的家庭亲善政策与创新行为关系研究.管理学报,11(5),683-690.
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Carmeli,A.,Atwater,L.,&Levi,A.(2011).How leadership enhances employees'knowledge sharing:the intervening roles of relational and organizational identification.Journal of Technology Transfer,36(3),257-274.
Chamberlin,M.,Newton,D.W.,&Lepine,J.A.(2017).Ameta-analysis of voice and its promotive and prohibitive forms:Identification of key associations,distinctions,and future research directions.Personnel Psychology,70(1),11-71.
Chan,S.C.H.(2017).Benevolent leadership,perceived supervisory support,and subordinates'performance:The moderating role of psychological empowerment.Leadership&Organization Development Journal,38(7),897-911.
Chen,G.,Farh,J.L.,Campbell-Bush,E.M.,Wu,Z.M.,&Wu,X.(2013).Teams as innovative systems:multilevel motivational antecedents of innovation in R&D teams.Journal of Applied Psychology,98(6),1018-1027.
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Dahling,J.J.,&Gutworth,M.B.(2017).Loyal rebels?Atest of the normative conflict model of constructive deviance.Journal of Organizational Behavior,38(8),1167-1182.
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Hekman,D.R.,van Knippenberg,D.,&Pratt,M.G.(2016).Channeling identification:How perceived regulatory focus moderates the influence of organizational and professional identification on professional employees'diagnosis and treatment behaviors.Human Relations,69(3),753-780.
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1我们感谢审稿人提出的这个建议。
杜恒波,朱千林,许衍凤.(2017).职场欺凌对研发人员知识分享意愿的影响机制研究.中国软科学,(2),113-122.
顾远东,周文莉,彭纪生.(2016).组织创新支持感与员工创新行为:多重认同的中介作用.科技管理研究,36(16),129-136.
简浩贤,徐云飞,曹曼,赵曙明.(2017).基于组织认同视角的包容性领导与员工敬业度关系研究.管理学报,14(11),1624-1630.
刘晔,曲如杰,时勘,邓麦村.(2016).领导创新期待对员工根本性创新行为的影响:创新过程投入的视角.南开管理评论,19(6),17-26.
马力,焦捷,陈爱华,姜翰.(2011).通过法则关系区分员工对组织的认同与反认同.心理学报,43(3),322-337.
马璐,朱双.(2015).组织认同与关系冲突视角下不当督导对员工创新行为的影响.科技进步与对策,32(21),150-155.
王艳子,罗瑾琏.(2010).组织认同对员工创新行为的影响研究:基于知识共享的中介效应分析.管理现代化,(6),47-49.
徐美芳.(2017).金融业员工创新行为与组织认同关系研究--基于上海某大型金融企业的调研.上海经济研究,10,59-67.
张伶,聂婷,黄华.(2014).基于工作压力和组织认同中介调节效应检验的家庭亲善政策与创新行为关系研究.管理学报,11(5),683-690.
Abrams,D.,Marques,J.M.,Bown,N.,&Henson,M.(2000).Pro-norm and anti-norm deviance within and between groups.Journal of Personality and Social Psychology,78(5),906-912.
Abrams,D.,Wetherell,M.,Cochrane,S.,Hogg,M.A.,&Turner,J.C.(1990).Knowing what to think by knowing who you are:Self-categorization and the nature of norm formation,conformity and group polarization.British Journal of Social Psychology,29(2),97-119.
Anderson,N.,Poto?nik,K.,&Zhou,J.(2014).Innovation and creativity in organizations:A state-of-the-science review,prospective commentary,and guiding framework.Journal of Management,40(5),1297-1333.
Ashforth,B.E.,Harrison,S.H.,&Corley,K.G.(2008).Identification in organizations:An examination of four fundamental questions.Journal of Management,34(3),325-374.
Ashforth,B.E.,&Mael,F.(1989).Social identity theory and the organization.Academy of Management Review,14(1),20-39.
Baer,M.(2012).Putting creativity to work:The implementation of creative ideas in organizations.Academy of Management Journal,55(5),1102-1119.
Barba-Sánchez,V.,&Atienza-Sahuquillo,C.(2017).Entrepreneurial motivation and self-employment:Evidence from expectancy theory.International Entrepreneurship and Management Journal,13(4),1097-1115.
Birkinshaw,J.,&Mol,M.(2006).How management innovation happens.MIT Slogan Management Review,47(4),81-88.
Blader,S.L.,Patil,S.,&Packer,D.J.(2017).Organizational identification and workplace behavior:More than meets the eye.Research in Organizational Behavior:An Annual Series of Analytical Essays and Critical Reviews,37,19-34.
Bouchikhi,H.,&Kimberly,J.R.(2003).Escaping the identity trap.MIT Sloan Management Review,44(3),20-26.
Burris,E.R.,Rockmann,K.W.,&Kimmons,Y.S.(2017).The value of voice to managers:Employee identification and the content of voice.Academy of Management Journal,60(6),2099-2125.
Carmeli,A.,Atwater,L.,&Levi,A.(2011).How leadership enhances employees'knowledge sharing:the intervening roles of relational and organizational identification.Journal of Technology Transfer,36(3),257-274.
Chamberlin,M.,Newton,D.W.,&Lepine,J.A.(2017).Ameta-analysis of voice and its promotive and prohibitive forms:Identification of key associations,distinctions,and future research directions.Personnel Psychology,70(1),11-71.
Chan,S.C.H.(2017).Benevolent leadership,perceived supervisory support,and subordinates'performance:The moderating role of psychological empowerment.Leadership&Organization Development Journal,38(7),897-911.
Chen,G.,Farh,J.L.,Campbell-Bush,E.M.,Wu,Z.M.,&Wu,X.(2013).Teams as innovative systems:multilevel motivational antecedents of innovation in R&D teams.Journal of Applied Psychology,98(6),1018-1027.
Chen,Z.J.,Zhu,J.,&Zhou,M.J.(2015).How does a servant leader fuel the service fire?A multilevel model of servant leadership,individual self identity,group competition climate,and customer service performance.Journal of Applied Psychology,100(2),511-521.
Coyle-Shapiro,J.A-M.,&Shore,L.M.(2007).The employee-organization relationship:Where do we go from here?Human Resource Management Review,17(2),166-179.
Dahling,J.J.,&Gutworth,M.B.(2017).Loyal rebels?Atest of the normative conflict model of constructive deviance.Journal of Organizational Behavior,38(8),1167-1182.
Dukerich,J.M.,Golden,B.R.,&Shortell,S.M.(2002).Beauty is in the eye of the beholder:The impact of organizational identification identity and image on the cooperative behaviors of physicians.Administrative Science Quarterly,47(3),507-533.
Dukerich,J.M.,Kramer,R.,&McLean Parks,J.(1998).The dark side of organizational identification.In D.A.Whetten,&P.C.Godfrey(Eds.),Identity in organizations:Building theory through conversations(pp.245-256).Thousand Oaks,CA:Sage.
Dyer,W.G.,&Page,R.A.,Jr.(1988).The politics of innovation.Knowledge in the Society,1(2),23-41.
Effelsberg,D.,Solga,M.,&Gurt,J.(2014).Transformational leadership and follower’s unethical behavior for the benefit of the company:A two-study investigation.Journal of Business Ethics,120(1),81-93.
Ford,C.M.(1996).Theory of individual creative action in multiple social domains.Academy of Management Review,21(4),1112-1142.
Fuchs,S.,&Edwards,M.R.(2012).Predicting pro-change behavior:The role of perceived organisational justice and organizational identification.Human Resource Management Journal,22(1),39-59.
Fuller,J.B.,Hester,K.,Barnett,T.,Frey,L.,Relyea,C.,&Beu,D.(2006).Perceived external prestige and internal respect:New insights into the organizational identification process.Human Relations,59(6),815-846.
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.
Haslam,S.A.,Ryan,M.K.,Postmes,T.,Spears,R.,Jetten,J.,&Webley,P.(2006).Sticking to our guns:social identity as a basis for the maintenance of commitment to faltering organizational projects.Journal of Organizational Behavior,27(5),607-628.
Hekman,D.R.,van Knippenberg,D.,&Pratt,M.G.(2016).Channeling identification:How perceived regulatory focus moderates the influence of organizational and professional identification on professional employees'diagnosis and treatment behaviors.Human Relations,69(3),753-780.
Hekman,D.R.,Steensma,H.K.,Bigley,G.A.,&Hereford,J.F.(2009).Effects of organizational and professional identification on the relationship between administrators’social influence and professional employees’adoption of new work behavior.Journal of Applied Psychology,94(5),1325-1335.
Jackson,S.E.&Schuler,R.S.(1985).A Meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings.Organizational Behavior and Human Decision Processes,36(1),16-78.
Knoll,M.,&Van Dick,R.(2013).Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification.The Journal of Positive Psychology,8(4),346-360.
Koopman,J.,Lanaj,K.,&Scott,B.A.(2016).Integrating the bright and dark sides of OCB:A daily investigation of the benefits and costs of helping others.Academy of Management Journal,59(2),414-435.
Lam,L.W.,Liu,Y.,&Loi,R.(2016).Looking intra-organizationally for identity cues:Whether perceived organizational support shapes employees'organizational identification.Human Relations,69(2),345-367.
Lee,E.S.,Park,T.Y.,&Koo,B.(2015).Identifying organizational identification as a basis for attitudes and behaviors:A meta-analytic review.Psychological Bulletin,141(5),1049-1080.
Leung,K.,Chen,Z.J.,Zhou,F.,&Lim,K.(2014).The role of relational orientation as measured by face and renqing in innovative behavior in China:An indigenous analysis.Asia Pacific Journal of Management,31(1),105-126.
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1我们感谢审稿人提出的这个建议。