自我决定视角下创新氛围、和谐型激情与员工持续创新行为研究
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摘要
当前,持续创新研究较多关注组织层面,员工层面的研究相对薄弱。以自我决定理论为基础,借鉴"环境-认知-行为"逻辑框架,探讨创新氛围与和谐型激情在员工持续创新行为形成过程中的作用。采取追踪研究方法,基于389个员工样本的实证分析结果显示:第一阶段员工创新行为与第二阶段员工创新行为显著正向相关,即员工创新行为具有持续性;创新氛围调节两个阶段员工创新行为的正向关系,高创新氛围能够更好地促进员工持续创新;和谐型激情调节两个阶段员工创新行为的正向关系,并中介创新氛围对二者关系的调节效应。
At present,researches on continuous innovation pay more attention to organizational level and less attention to the employee level.Based on self-determination theory,and referring to the framework of "environment-cognition-behavior",this paper explored the role of innovation climate and harmonious passion in the mechanism of employee continuous innovation behavior.The method of longitudinal study was used.Results based on 389 employee samples show that:employee innovation behavior of phase one has a significant positive effect on employee innovation behavior in phase two,which means that employee innovation behavior has continuity; innovation climate moderates the positive relationship between the two-phase employee innovation behavior,such that high innovation climate can enhance employee continuous innovation behavior.Meanwhile,harmonious passion strengthens the association between the two-phase employee innovation behavior,and mediates the moderating effect of innovation climate.
At present,researches on continuous innovation pay more attention to organizational level and less attention to the employee level.Based on self-determination theory,and referring to the framework of "environment-cognition-behavior",this paper explored the role of innovation climate and harmonious passion in the mechanism of employee continuous innovation behavior.The method of longitudinal study was used.Results based on 389 employee samples show that:employee innovation behavior of phase one has a significant positive effect on employee innovation behavior in phase two,which means that employee innovation behavior has continuity; innovation climate moderates the positive relationship between the two-phase employee innovation behavior,such that high innovation climate can enhance employee continuous innovation behavior.Meanwhile,harmonious passion strengthens the association between the two-phase employee innovation behavior,and mediates the moderating effect of innovation climate.
引文
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[14] 刘丽虹,张积家.动机的自我决定理论及其应用[J].华南师范大学学报:社会科学版,2010(4):53-59.
[15] 张惠琴,宋丽芳,吴静.团队创新氛围对新生代知识型员工创新行为的作用机理研究[J].中国人力资源开发,2016(23):15-22.
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[18] JIANG H,ZHANG Q P,ZHOU Y.Dynamic creative interaction networks and team creativity evolution:a longitudinal study[J].Journal of Creative Behavior,2018,52(2):168-196.
[19] SUAREZ D.Persistence of innovation in unstable environments:continuity and change in the firm's innovative behavior[J].Research Policy,2014,43(4):726-736.
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[24] 王辉,常阳.组织创新氛围、工作动机对员工创新行为的影响[J].管理科学,2017(3):55-66.
[25] 杨仕元,卿涛,岳龙华.从支持感到员工创造力——二元工作激情的联合调节作用[J].科技进步与对策,2018,35(4):108-117.
[26] 冉爱晶,周晓雪,肖咪咪,等.我国中小企业组织创新氛围的架构和异质性研究[J].科学学与科学技术管理,2017,38(5):72-84.
[27] 任华亮,杨东涛,彭征安.创新氛围和工作自主性的调节作用下能力与成长工作值观对创新行为的影响研究[J].管理学报,2015,12(10):1450-1456.
[28] VALLERAND R J,BLANCHARD C,MAGEAU G A,et al.Les passions de l′a︿me:on obsessive and harmonious passion[J].Journal of Personality and Social Psychology,2003,85(4):756-767.
[29] ZIGRMI D,GALLOWAY F J,ROBERTS T P.Work locus of control,motivational regulation,employee work passion,and work intentions:an empirical investigation of an appraisal model [J].Journal of Happiness Studies,2018,19(1):231-256.
[30] MAGEAU G A,VALLERAND R J,CHAREST J,et al.On the development of harmonious and obsessive passion:the role of autonomy support,activity specialization,and identification with the activity[J].Journal of Personality,2010,77(3):601-646.
[31] KANG J H,MATUSIK J G,KIM T Y,et al.Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms:a cross-level investigation[J].Journal of Business Venturing,2016,31(6):628-642.
[32] PHILIPPE F L,VALLERAND R J,LAVIGNE G L.Passion does make a difference in people's lives:a look at well-being in passionate and non-passionate individuals[J].Applied Psychology:Health and Well-Being,2010,1(1):3-22.
[33] SCHELLENBERG B J I,BAILIS D S.Can passion be polyamorous?the impact of having multiple passions on subjective well-being and momentary emotions[J].Journal of Happiness Studies,2015,16(6):1365-1381.
[34] KONG D T.The pathway to unethical pro-organizational behavior:organizational identification as a joint function of work passion and trait mindfulness[J].Personality & Individual Differences,2016,93(4):86-91.
[35] DECI E L,OLAFSEN A H,RYAN R M.Self-determination theory in work organizations:the state of a science[J].2017,4(1):19-43.
[36] SPIEGELAERE S D,GYES G V,WITTE H D,et al.On the relation of job insecurity,job autonomy,innovative work behaviour and the mediating effect of work engagement[J].Creativity & Innovation Management,2014,23(3):318-330.
[37] 韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007,10(5):62-77.
[38] SCOTT S G,BRUCE R A.Determinants of innovative behavior:a path model of individual innovation in the workplace[J].Academy of Management Journal,1994,7(3):580-607.
[39] STEIGER J H.Point estimation,hypothesis testing,and interval estimation using the RMSEA:some comments and a reply to Hayduk and Glaser[J].Structural Equation Modeling,2000,7(2):149-162.
[40] 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):3-96.
[41] 叶宝娟,温忠麟.有中介的调节模型检验方法:甄别和整合[J].心理学报,2013,45(9):1050-1060.
[42] AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[J].Journal of the Operational Research Society,1994,45(1):119-120.
[2] 何郁冰.技术多元化战略与企业竞争优势关系研究述评[J].科研管理,2013,34(5):10-20.
[3] 朱卫东,薛豪娜,王连贵.国外持续创新理论研究综述与展望[J].华东经济管理,2013(4):155-160.
[4] MORGESON F P,MITCHELL T R,LIU D.Event system theory:an event-oriented approach to the organizational sciences[J].Academy of Management Review,2015,40(4):515-537.
[5] SOOSAY C A.An empirical study of individual competencies in distribution centres to enable continuous innovation[J].Creativity and Innovation Management,2005,14(3):299-310.
[6] HAUSKNECHT J P,STURMAN M C,ROBERSON Q M.Justice as a dynamic construct:effects of individual trajectories on distal work outcomes[J].Journal of Applied Psychology,2011,96(4):872-880.
[7] AMABILE T M,PILLEMER J.Perspectives on the social psychology of creativity[J].Journal of Creative Behavior,2012,46(1):3-15.
[8] 马君,赵红丹.任务意义与奖励对创造力的影响——创造力角色认同的中介作用与心理框架的调节作用[J].南开管理评论,2015,18(6):46-59.
[9] NG T W,FELDMAN D C.A comparison of self-ratings and non-self-report measures of employee creativity[J].Human Relations,2012,65(8):1021-1047.
[10] 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):68-78.
[11] LIU D,CHEN X P,YAO X.From autonomy to creativity:a multilevel investigation of the mediating role of harmonious passion[J].Journal of Applied Psychology,2011,96(2):294-309.
[12] YU M C,MAI Q,TSAI S B,et al.An empirical study on the organizational trust,employee-organization relationship and innovative behavior from the integrated perspective of social exchange and organizational sustainability[J].Sustainability,2018,10(3):1-14.
[13] BOSNEHLES A C,VEENENDAAL A A R.Perceptions of HR practices and innovative work behavior:the moderating effect of an innovative climate[J].International Journal of Human Resource Management,2017(1):1-23.
[14] 刘丽虹,张积家.动机的自我决定理论及其应用[J].华南师范大学学报:社会科学版,2010(4):53-59.
[15] 张惠琴,宋丽芳,吴静.团队创新氛围对新生代知识型员工创新行为的作用机理研究[J].中国人力资源开发,2016(23):15-22.
[16] CORAZZA G E.Potential originality and effectiveness:the dynamic definition of creativity[J].Creativity Research Journal,2016,28(3):258-267.
[17] KREJTZ I,NEZLEK J B,MICHNICKA A,et al.Counting one′s blessings can reduce the impact of daily stress[J].Journal of Happiness Studies,2016,17(1):1-15.
[18] JIANG H,ZHANG Q P,ZHOU Y.Dynamic creative interaction networks and team creativity evolution:a longitudinal study[J].Journal of Creative Behavior,2018,52(2):168-196.
[19] SUAREZ D.Persistence of innovation in unstable environments:continuity and change in the firm's innovative behavior[J].Research Policy,2014,43(4):726-736.
[20] LAM H,WEISS H M,WELCH E R,et al.A within-person approach to work behavior and performance:concurrent and lagged citizenship-counter productivity associations,and dynamic relationships with affect and overall job performance[J].Academy of Management Journal,2009,52(5):1051-1066.
[21] BLEDOW R,ROSING K,FRESE M.A dynamic perspective on affect and creativity [J].Academy of Management Journal,2013,56(2):432-450.
[22] TO M L,FISHER C D,ASHKANASY N M,et al.Within-person relationships between mood and creativity [J].Journal of Applied Psychology,2012,97(3):599-612.
[23] WOODMAN R W,SAWYER J E,GRIFFIN R W.Toward a theory of organizational creativity[J].Academy of Management Review,1993,18(2):293-321.
[24] 王辉,常阳.组织创新氛围、工作动机对员工创新行为的影响[J].管理科学,2017(3):55-66.
[25] 杨仕元,卿涛,岳龙华.从支持感到员工创造力——二元工作激情的联合调节作用[J].科技进步与对策,2018,35(4):108-117.
[26] 冉爱晶,周晓雪,肖咪咪,等.我国中小企业组织创新氛围的架构和异质性研究[J].科学学与科学技术管理,2017,38(5):72-84.
[27] 任华亮,杨东涛,彭征安.创新氛围和工作自主性的调节作用下能力与成长工作值观对创新行为的影响研究[J].管理学报,2015,12(10):1450-1456.
[28] VALLERAND R J,BLANCHARD C,MAGEAU G A,et al.Les passions de l′a︿me:on obsessive and harmonious passion[J].Journal of Personality and Social Psychology,2003,85(4):756-767.
[29] ZIGRMI D,GALLOWAY F J,ROBERTS T P.Work locus of control,motivational regulation,employee work passion,and work intentions:an empirical investigation of an appraisal model [J].Journal of Happiness Studies,2018,19(1):231-256.
[30] MAGEAU G A,VALLERAND R J,CHAREST J,et al.On the development of harmonious and obsessive passion:the role of autonomy support,activity specialization,and identification with the activity[J].Journal of Personality,2010,77(3):601-646.
[31] KANG J H,MATUSIK J G,KIM T Y,et al.Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms:a cross-level investigation[J].Journal of Business Venturing,2016,31(6):628-642.
[32] PHILIPPE F L,VALLERAND R J,LAVIGNE G L.Passion does make a difference in people's lives:a look at well-being in passionate and non-passionate individuals[J].Applied Psychology:Health and Well-Being,2010,1(1):3-22.
[33] SCHELLENBERG B J I,BAILIS D S.Can passion be polyamorous?the impact of having multiple passions on subjective well-being and momentary emotions[J].Journal of Happiness Studies,2015,16(6):1365-1381.
[34] KONG D T.The pathway to unethical pro-organizational behavior:organizational identification as a joint function of work passion and trait mindfulness[J].Personality & Individual Differences,2016,93(4):86-91.
[35] DECI E L,OLAFSEN A H,RYAN R M.Self-determination theory in work organizations:the state of a science[J].2017,4(1):19-43.
[36] SPIEGELAERE S D,GYES G V,WITTE H D,et al.On the relation of job insecurity,job autonomy,innovative work behaviour and the mediating effect of work engagement[J].Creativity & Innovation Management,2014,23(3):318-330.
[37] 韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007,10(5):62-77.
[38] SCOTT S G,BRUCE R A.Determinants of innovative behavior:a path model of individual innovation in the workplace[J].Academy of Management Journal,1994,7(3):580-607.
[39] STEIGER J H.Point estimation,hypothesis testing,and interval estimation using the RMSEA:some comments and a reply to Hayduk and Glaser[J].Structural Equation Modeling,2000,7(2):149-162.
[40] 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):3-96.
[41] 叶宝娟,温忠麟.有中介的调节模型检验方法:甄别和整合[J].心理学报,2013,45(9):1050-1060.
[42] AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[J].Journal of the Operational Research Society,1994,45(1):119-120.