差错管理气氛对员工创新行为的影响——家长式领导的调节作用
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摘要
基于员工创新双元性的视角,从社会信息处理理论出发构建关于差错管理气氛与员工创新行为关系的理论框架,并将家长式领导的调节作用引入此关系中。通过对2 884份一线员工的调查问卷实证研究发现:(1)仁慈领导会强化分析解决、权变处理和预防再犯对利用式创新的促进作用,并强化分析解决和预防再犯对探索式创新的促进作用;(2)威权领导会弱化分析解决和预防再犯对利用式创新的促进作用,并弱化分析解决对探索式创新的促进作用;(3)德行领导会强化权变处理和宽容同情对利用式创新的促进作用,并强化宽容同情对探索式创新的促进作用。
This paper has constructed a theoretical model of the error management climate and employees' innovation,based on the ambidexterity of employees and social information processing theory, introducing the moderating effect of paternalistic leadership into the relationship. With the data from 2 884 front-line employees, this paper finds that:(1) Under the benevolent leadership, the positive effects of analysis solve, contingency handling and secondary error prevention on explorative innovation will be stronger; and the positive effects of analysis solve and secondary error prevention on exploratory innovation also will be stronger.(2) Under the authoritarian leadership, the positive effects of analysis solve and secondary error prevention on exploitative innovation will be weaker; and the positive effect of analysis solve on exploratory innovation also will be weaker.(3) Under the moral leadership, the positive effects of contingency handling and tolerance empathy on exploitative innovation will be stronger, and the positive effect of tolerance empathy on exploratory innovation also will be stronger.
This paper has constructed a theoretical model of the error management climate and employees' innovation,based on the ambidexterity of employees and social information processing theory, introducing the moderating effect of paternalistic leadership into the relationship. With the data from 2 884 front-line employees, this paper finds that:(1) Under the benevolent leadership, the positive effects of analysis solve, contingency handling and secondary error prevention on explorative innovation will be stronger; and the positive effects of analysis solve and secondary error prevention on exploratory innovation also will be stronger.(2) Under the authoritarian leadership, the positive effects of analysis solve and secondary error prevention on exploitative innovation will be weaker; and the positive effect of analysis solve on exploratory innovation also will be weaker.(3) Under the moral leadership, the positive effects of contingency handling and tolerance empathy on exploitative innovation will be stronger, and the positive effect of tolerance empathy on exploratory innovation also will be stronger.
引文
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[18]林春培,庄伯超.家长式领导对管理创新的影响:一个整合模型[J].科学学研究, 2014(4):622-630, 638.
[19]刘冰,于莹莹,袁雨晴.团队心理安全与团队效能的关系研究:以领导行为为调节变量[J].华东经济管理, 2014(9):117-124.
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[22]GUCHAIT P, LEE C H, WANG C-Y, et al. Impact of error management practices on service recovery performance and helping behaviors in the hospitality industry:the mediating effects of psychological safety and learning behaviors[J].Journal of Human Resources in Hospitality&Tourism, 2016,15(1):1-28.
[23]EDMONDSON A. Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly, 1999,44(2):350-383.
[24]张宁俊,袁梦莎,付春香,等.差错管理氛围与员工创新行为的关系研究[J].科研管理, 2015(增刊1):94-101.
[25]杜鹏程,李敏,倪清,等.差错反感文化对员工创新行为的影响机制研究[J].管理学报, 2015(4):538-545.
[26]CANNON M D, EDMONDSON A C. Confronting failure:antecedents and consequences of shared beliefs about failure in organizational work groups[J].Journal of Organizational Behavior, 2001,22(2):161-177.
[27]BENNER M J, TUSHMAN M L. Exploitation, exploration, and process management:the productivity dilemma revisited[J]. The Academy of Management Review, 2003, 28(2):238-256.
[28]JANSEN J J P, VAN DEN BOSCH F A J, VOLBERDA H W.Exploratory innovation, exploitative innovation, and performance:effects of organizational antecedents and environmental moderators[J]. Management Science, 2006, 52(11):1661-1674.
[29]杜鹏程,李敏,王成城.差错反感文化对员工双元绩效的影响机制研究[J].经济管理, 2017(5):101-114.
[30]张新安,何惠,顾锋.家长式领导行为对团队绩效的影响:团队冲突管理方式的中介作用[J].管理世界, 2009(3):121-133.
[31]李珲,丁刚,李新建.基于家长式领导三元理论的领导方式对员工创新行为的影响[J].管理学报, 2014(7):1005-1013.
[32]晋琳琳,陈宇,奚菁.家长式领导对科研团队创新绩效影响:一项跨层次研究[J].科研管理, 2016(7):101-114.
[33]MA L, QU Q. Differentiation in leader-member exchange:a hierarchical linear modeling approach[J]. The Leadership Quarterly, 2010, 21(5):733-744.
[34]LIDEN R C, ERDOGAN B, WAYNE S J, et al. Leader-member exchange, differentiation, and task interdependence:implications for individual and group performance[J].Journal of Organizational Behavior, 2006, 27(6):723-746.
[35]潘静洲,王震,周文霞,等.LMX差异化对创造力的影响:一项多层次研究[J].管理科学学报, 2017(2):108-126.
[36]ZHAO B. Learning from errors:the role of context, emotion, and personality[J].Journal of Organizational Behavior, 2011,32(3):435-463.
[2]VAN DYCK C, FRESE M, BAER M, et al. Organizational error management culture and its impact on performance:a two-study replication[J].Journal of Applied Psychology, 2005, 90(6):1228-1240.
[3]ZHAO B, OLIVERA F. Error reporting in organization[J].Academy of Management Review, 2006,31(4):1012-1030.
[4]HARTLEY R F.Management mistakes and successes[M].Hoboken:John Wiley&Sons,2000.
[5]尹奎,孙健敏,陈乐妮.差错管理氛围研究述评与展望[J].外国经济与管理, 2016(2):75-87.
[6]朱颖俊,裴宇.差错管理文化、心理授权对员工创新行为的影响:创新效能感的调节效应[J].中国人力资源开发,2014(17):23-29.
[7]周晖,夏格,邓舒.差错管理气氛对员工创新行为的影响:基于中庸思维作为调节变量的分析[J].商业研究, 2017(4):23-29.
[8]AMABILE T M, SCHATZEL E A, MONETA G B, et al. Leader behaviors and the work environment for creativity:perceived leader support[J].Leadership Quarterly, 2004, 15(1):5-32.
[9]CHEN Z X, TSUI A S, FARH J L. Loyalty to supervisor vs.organizational commitment:relationships to employee performance in China[J].Journal of Occupational and Organizational Psychology,2002, 75(3):339-356.
[10]王重鸣,洪自强.差错管理气氛和组织效能关系研究[J].浙江大学学报(人文社会科学版), 2000(5):111-116.
[11]GOLD A, GRONEWOLD U, SALTERIO S E. Error management in audit firms:error climate, type and originator[J]. The Accounting Review, 2014,89(1):303-330.
[12]FRUHEN L S, KEITH N. Team cohesion and error culture in risky work environments[J]. Safety Science, 2014,65:20-27.
[13]李忆,马莉.差错管理气氛对知识转化过程的影响机制研究[J].情报理论与实践, 2014(2):111-116.
[14]马莉.差错管理气氛、知识转化与员工能力的关系研究[D].重庆:重庆邮电大学, 2015.
[15]MOM T J M, VAN DEN BOSCH F A J, VOLBERDA H W.Investigating managers’ exploration and exploitation activities:the influence of top-down, bottom-up, and horizontal knowledge inflows[J].Journal of Management Studies, 2007,44(6):910-931.
[16]郑伯埙,周丽芳,樊景立.家长式领导:三元模式的建构与测量[J].本土心理学研究, 2000(14):3-64.
[17]樊景立,郑伯埙.华人组织的家长式领导:一项文化观点的分析[J].本土心理学研究, 2000(13):127-180.
[18]林春培,庄伯超.家长式领导对管理创新的影响:一个整合模型[J].科学学研究, 2014(4):622-630, 638.
[19]刘冰,于莹莹,袁雨晴.团队心理安全与团队效能的关系研究:以领导行为为调节变量[J].华东经济管理, 2014(9):117-124.
[20]SALANCIK G R, PFEFFER J. A social information processing approach to job attitudes and task design[J].Administrative Science Quarterly, 1978, 23(2):224-253.
[21]丁贺,林新奇,徐洋洋.基于优势的心理氛围对创新行为的影响机制研究[J].南开管理评论, 2018(1):28-38.
[22]GUCHAIT P, LEE C H, WANG C-Y, et al. Impact of error management practices on service recovery performance and helping behaviors in the hospitality industry:the mediating effects of psychological safety and learning behaviors[J].Journal of Human Resources in Hospitality&Tourism, 2016,15(1):1-28.
[23]EDMONDSON A. Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly, 1999,44(2):350-383.
[24]张宁俊,袁梦莎,付春香,等.差错管理氛围与员工创新行为的关系研究[J].科研管理, 2015(增刊1):94-101.
[25]杜鹏程,李敏,倪清,等.差错反感文化对员工创新行为的影响机制研究[J].管理学报, 2015(4):538-545.
[26]CANNON M D, EDMONDSON A C. Confronting failure:antecedents and consequences of shared beliefs about failure in organizational work groups[J].Journal of Organizational Behavior, 2001,22(2):161-177.
[27]BENNER M J, TUSHMAN M L. Exploitation, exploration, and process management:the productivity dilemma revisited[J]. The Academy of Management Review, 2003, 28(2):238-256.
[28]JANSEN J J P, VAN DEN BOSCH F A J, VOLBERDA H W.Exploratory innovation, exploitative innovation, and performance:effects of organizational antecedents and environmental moderators[J]. Management Science, 2006, 52(11):1661-1674.
[29]杜鹏程,李敏,王成城.差错反感文化对员工双元绩效的影响机制研究[J].经济管理, 2017(5):101-114.
[30]张新安,何惠,顾锋.家长式领导行为对团队绩效的影响:团队冲突管理方式的中介作用[J].管理世界, 2009(3):121-133.
[31]李珲,丁刚,李新建.基于家长式领导三元理论的领导方式对员工创新行为的影响[J].管理学报, 2014(7):1005-1013.
[32]晋琳琳,陈宇,奚菁.家长式领导对科研团队创新绩效影响:一项跨层次研究[J].科研管理, 2016(7):101-114.
[33]MA L, QU Q. Differentiation in leader-member exchange:a hierarchical linear modeling approach[J]. The Leadership Quarterly, 2010, 21(5):733-744.
[34]LIDEN R C, ERDOGAN B, WAYNE S J, et al. Leader-member exchange, differentiation, and task interdependence:implications for individual and group performance[J].Journal of Organizational Behavior, 2006, 27(6):723-746.
[35]潘静洲,王震,周文霞,等.LMX差异化对创造力的影响:一项多层次研究[J].管理科学学报, 2017(2):108-126.
[36]ZHAO B. Learning from errors:the role of context, emotion, and personality[J].Journal of Organizational Behavior, 2011,32(3):435-463.