外生到内化:创新性工作要求对员工创造力的影响机制研究
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摘要
基于目标设置理论和压力认知交互作用理论,文章构建了一个被调节的中介模型以考察创新性工作要求影响员工创造力的中介机制及边界条件。以67个团队领导和412名团队成员为样本进行统计检验,研究结果表明:创造进程参与正向中介创新性工作要求与员工创造力的关系;挑战性压力评估和阻断性压力评估分别正向和负向调节创新性工作要求与创造进程参与的关系;创新性工作要求通过创造进程参与对员工创造力的间接效应受到了挑战性压力评估的正向调节和阻断性压力评估的负向调节。研究结论有助于理解创新性工作要求影响员工创造力的内在机制,为管理者采取有效措施提升员工创造力提供借鉴和指导。
Based on the goal-setting theory and the stress cognitive interaction theory,this paper constructs a moderated mediating model to investigate the mediating mechanism and the boundary conditions of the effects of creative job requirements on employee creativity. The paper makes an empirical research with the samples of 67 team leaders and 412 team members. The study results show that: The creative process engagement positively mediates the relationship between creative job requirements and employee creativity; The challenge stressor appraisal positively moderates the relationship between creative job requirements and creative process engagement,whereas the hindrance stressor appraisal negatively moderates the relationship between creative job requirements and creative process engagement; The indirect effects of creative job requirements on employee creativity via creative process engagement is positively moderated by the challenge stressor appraisal and negatively moderated by the hindrance stressor appraisal. The conclusions of this study will help to understand the internal mechanism of creative job requirements affecting employee creativity,and provide guidelines for the management to take effective measures to improve employee creativity.
Based on the goal-setting theory and the stress cognitive interaction theory,this paper constructs a moderated mediating model to investigate the mediating mechanism and the boundary conditions of the effects of creative job requirements on employee creativity. The paper makes an empirical research with the samples of 67 team leaders and 412 team members. The study results show that: The creative process engagement positively mediates the relationship between creative job requirements and employee creativity; The challenge stressor appraisal positively moderates the relationship between creative job requirements and creative process engagement,whereas the hindrance stressor appraisal negatively moderates the relationship between creative job requirements and creative process engagement; The indirect effects of creative job requirements on employee creativity via creative process engagement is positively moderated by the challenge stressor appraisal and negatively moderated by the hindrance stressor appraisal. The conclusions of this study will help to understand the internal mechanism of creative job requirements affecting employee creativity,and provide guidelines for the management to take effective measures to improve employee creativity.
引文
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[22]LAZARUS R,FOLKMAN S.Stress Appraisal and Coping[M].New York,NY:Springer,1984.
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[25]马君,王迪.内外激励协同影响创造力:一个被中介调节模型[J].管理科学,2015,28(3):38-51.
[26]EDWARDS J R,LAMBERT L S.Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J].Psychological Methods,2007,12(1):1-22.
[27]JANSEN J J P,SIMSEK Z,CAO Q.Ambidexterity and Performance in Multiunit Contexts:Cross-level Moderating Effects of Structural and Resource Attributes[J].Strategic Management Journal,2012,33(11):1286-1303.
[28]FARMER S M,TIERNEY P,KUNG M K.Employee Creativity in Taiwan:An Application of Role Identity Theory[J].Academy of Management Journal,2003,46(5):618-630.
[29]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.
[30]温忠麟,侯杰泰,马什赫伯特.结构方程模型检验:拟合指数与卡方准则[J].心理学报,2004,36(2):186-194.
[31]张军伟,龙立荣.员工宽恕的前因与后果:多层次模型[J].心理学报,2014(8):1161-1175.
[32]方杰,温忠麟,梁东梅,等.基于多元回归的调节效应分析[J].心理科学,2015(3):715-720.
[33]BARON R M,KENNY D A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality&Social Psychology,1986,51(6):1173-1182.
[34]WANG L,PREACHER K J.Moderated Mediation Analysis Using Bayesian Methods[J].Structural Equation Modeling A Multidisciplinary Journal,2015,22(2):249-263.
[35]陈晓萍,徐淑英,樊景立.组织与管理研究的实证方法[M].北京:北京大学出版社,2012:553-587.
[36]CRAWFORD E R,LEPINE J A,RICH B L.Linking Job Demands and Resources to Employee Engagement and Burnout:A Theoretical Extension and Meta-analytic Test[J].Journal of Applied Psychology,2010,95(5):834-848.
[2]PERRY S J,MANNUCCI P V.From Creativity to Innovation:The Social Network Drivers of the Four Phases of the Idea Journey[J].Academy of Management Review,2017,42(1):53-79.
[3]ELDOR L,HARPAZ I.Retracted:the Indirect Relationship Between Learning Climate and Employees'Creativity and Adaptivity:The Role of Employee Engagement[J].Personnel Psychology,2016,69(3):1-44.
[4]JIANG W,GU Q.A Moderated Mediation Examination of Proactive Personality on Employee Creativity[J].Journal of Organizational Change Management,2015,28(3):393-410.
[5]马君,张昊民,杨涛.成就目标导向、团队绩效控制对员工创造力的跨层次影响[J].心理学报,2015,47(1):79-92.
[6]UNSWORTH K,WALL T,CARTER A.Creative Requirement:A Neglected Construct in the Study of Employee Creativity?[J].Group&Organization Management:An International Journal,2005,30(5):541-560.
[7]SHIN S J,YUAN F,ZHOU J.When Perceived Innovation Job Requirement Increases Employee Innovative Behavior:A Sensemaking Perspective[J].Journal of Organizational Behavior,2017,38(1):68-86.
[8]ANDERSON N,POTOCNIK K,Zh OU J.Innovation and Creativity in Organizations:A State-of-the-science Review,Prospective Commentary,and Guiding Framework[J].Journal of Management:Official Journal of the Southern Management Association,2014,40(5):1297-1333.
[9]TAN C,LAU X,KUNG Y,et al.Openness to Experience Enhances Creativity:The Mediating Role of Intrinsic Motivation and the Creative Process Engagement[J].Journal of Creative Behavior(Advance online publication.doi:10.1002/jocb.170),2016.
[10]GILSON L L,SHALLEY C E.A Little Creativity Goes a Long Way:An Examination of Teams'Engagement in Creative Processes[J].Journal of Management:Official Journal of the Southern Management Association,2004,30(4):453-470.
[11]LOCKE E A.The Nature and Causes of Job Satisfaction[M].Chicago:Rand Mc Nally,1976:1297-1343.
[12]HENKER N,SONNENTAG S,UNGER D.Transformational Leadership and Employee Creativity:The Mediating Role of Promotion Focus and Creative Process Engagement[J].Journal of Business and Psychology,2015,30(2):235-247.
[13]YUAN F,WOODMAN R W.Innovative Behavior in the Workplace:the Role of Performance and Image Outcome Expectations[J].Academy of Management Journal,2010,53(2):323-342.
[14]SHALLEY C E.Effects of Coaction,Expected Evaluation,and Goal Setting on Creativity and Productivity[J].Academy of Management Journal,1995,38(2):483-503.
[15]PERRY S J E.Social Yet Creative:The Role of Social Relationships in Facilitating Individual Creativity[J].Academy of Management Journal,2006,49(1):85-101.
[16]ZHANG X,BARTOL K M.Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment,Intrinsic Motivation,and Creative Process Engagement[J].Academy of Management Journal,2010,53(1):107-128.
[17]NEUBERT M J,DYCK B.Developing Sustainable Management Theory:Goal-setting Theory Based in Virtue[J].Management Decision,2016,54(2):304-320.
[18]EDEN D,GELLER D,GEWIRTZ A,et al.Implanting Pygmalion Leadership Style Through Workshop Training:Seven Field Experiments[J].Leadership Quarterly,2000,11(2):171-210.
[19]SHALLEY C E,ZHOU J,OLDHAM G R.The Effects of Personal and Contextual Characteristics on Creativity:Where Should We Go from Here?[J].Journal of Management:Official Journal of the Southern Management Association,2004,30(6):933-958.
[20]RONI R P,MICHAEL D M.Problem Construction and Creativity:The Role of Ability,Cue Consistency,and Active Processing[J].Creativity Research Journal,1997,10(1):9-23.
[21]DU Y,ZHANG L,CHEN Y.From Creative Process Engagement to Performance:Bidirectional Support[J].Leadership&Organization Development Journal,2016,37(7):966-982.
[22]LAZARUS R,FOLKMAN S.Stress Appraisal and Coping[M].New York,NY:Springer,1984.
[23]LEPINE M A,ZHANG Y,CRAWFORD E R,et al.Turning Their Pain to Gain:Charismatic Leader Influence on Follower Stress Appraisal and Job Performance[J].Academy of Management Journal,2015,59(3):1036-1059.
[24]CAVANAUGH M A,BOSWELL W R,ROEHLING M V,et al.An Empirical Examination of Self-reported Work Stress among U.S.Managers[J].Journal of Applied Psychology,2000,85(1):65-74.
[25]马君,王迪.内外激励协同影响创造力:一个被中介调节模型[J].管理科学,2015,28(3):38-51.
[26]EDWARDS J R,LAMBERT L S.Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J].Psychological Methods,2007,12(1):1-22.
[27]JANSEN J J P,SIMSEK Z,CAO Q.Ambidexterity and Performance in Multiunit Contexts:Cross-level Moderating Effects of Structural and Resource Attributes[J].Strategic Management Journal,2012,33(11):1286-1303.
[28]FARMER S M,TIERNEY P,KUNG M K.Employee Creativity in Taiwan:An Application of Role Identity Theory[J].Academy of Management Journal,2003,46(5):618-630.
[29]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.
[30]温忠麟,侯杰泰,马什赫伯特.结构方程模型检验:拟合指数与卡方准则[J].心理学报,2004,36(2):186-194.
[31]张军伟,龙立荣.员工宽恕的前因与后果:多层次模型[J].心理学报,2014(8):1161-1175.
[32]方杰,温忠麟,梁东梅,等.基于多元回归的调节效应分析[J].心理科学,2015(3):715-720.
[33]BARON R M,KENNY D A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality&Social Psychology,1986,51(6):1173-1182.
[34]WANG L,PREACHER K J.Moderated Mediation Analysis Using Bayesian Methods[J].Structural Equation Modeling A Multidisciplinary Journal,2015,22(2):249-263.
[35]陈晓萍,徐淑英,樊景立.组织与管理研究的实证方法[M].北京:北京大学出版社,2012:553-587.
[36]CRAWFORD E R,LEPINE J A,RICH B L.Linking Job Demands and Resources to Employee Engagement and Burnout:A Theoretical Extension and Meta-analytic Test[J].Journal of Applied Psychology,2010,95(5):834-848.