资质过剩对员工创新行为的影响——一个跨层的调节模型
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摘要
在两时间点调研的基础上,以中部地区57家企业339名员工为研究对象,从自我决定和社会交换的视角出发,分别从个体及团队层面选取了3个不同的边界条件,来探讨其对资质过剩感与员工创新行为间关系的调节作用。结果显示:个体层面上,主动性人格对二者关系有显著影响;团队层面上,包容型领导和团队成员交换对二者关系的影响分别为显著和不显著。
This paper constructs a two-wave questionnaire survey on 339 employees of 57 enterprises in the central region.From the perspective of social exchange and self-regulation,this thesis selects three different boundary conditions from the team level and the individual level to study the regulating effect of the relationship between the perceived overqualified and the creative behavior of employees.The main conclusions of this study are as follows:initiative personality both has a significant impact on the relationship between the two at the individual level;team member exchange and inclusive leadership respectively have positive and negative effects between the two at the team level.
This paper constructs a two-wave questionnaire survey on 339 employees of 57 enterprises in the central region.From the perspective of social exchange and self-regulation,this thesis selects three different boundary conditions from the team level and the individual level to study the regulating effect of the relationship between the perceived overqualified and the creative behavior of employees.The main conclusions of this study are as follows:initiative personality both has a significant impact on the relationship between the two at the individual level;team member exchange and inclusive leadership respectively have positive and negative effects between the two at the team level.
引文
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[9]Hu J,Erdogan B,Bauer T N,et al.There Are Lots of Big Fish in This Pond:The Role of Peer Overqualification on Task Significance,Perceived Fit,and Performance for Overqualified Employees[J].Journal of Applied Psychology,2015,100(4):1228-1238.
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[14]Vinarski Peretz H,Carmeli A.Linking Care Felt to Engagement in Innovative Behaviors in the Workplace:The Mediating Role of Psychological Conditions[J].Psychology of Aesthetics Creativity&the Arts,2011,5(1):43-53.
[15]谢文心.资质过剩感知对员工组织公民行为影响的研究[D].杭州:浙江大学,2015.
[16]逄键涛,温珂.主动性人格对员工创新行为的影响与机制[J].科研管理,2017,38(1):12-20.
[17]涂乙冬,陆欣欣.重赏之下必有勇夫?创新奖励与员工及团队创造力的机制研究[J].珞珈管理评论,2017,13(1):62-76.
[2]McKee Ryan F M,Harvey J.“I Have a Job,but...”:A Review of Underemployment[J].Journal of Management,2011,37:962-996.
[3]Liu S,Luksyte A,Zhou L,et al.Overqualification and Counterproductive Work Behaviors:Examining a Moderated Mediation Model[J].Journal of Organizational Behavior,2015,36(2):250-271.
[4]Liu S,Wang M O,Zhan Y,et al.Daily Work Stress and Alcohol Use:Testing the Cross-Level Moderation Effects of Neuroticism and Job Involvement[J].Personnel Psychology,2009,62(3):575-597.
[5]Luksyte A,Spitzmueller C,Maynard D C.Why Do Overqualified Incumbents Deviate?Examining Multiple Mediators[J].Journal of Occupational Health Psychology,2011,16(3):279-296.
[6]赵申苒,高冬东,等.员工资质过高感知对其创新行为和工作满意度的影响机制[J].心理科学,2015,38(1):433-438.
[7]赵卫红,崔勋,等.过度胜任感对员工绩效的影响机制——有中介的调节模型[J].科学学与科学技术管理,2016,37(6):169-180.
[8]李锡元,舒熳,等.目标导向对资质过剩感消极结果的调节作用[J].软科学,2018,32(2):111-114.
[9]Hu J,Erdogan B,Bauer T N,et al.There Are Lots of Big Fish in This Pond:The Role of Peer Overqualification on Task Significance,Perceived Fit,and Performance for Overqualified Employees[J].Journal of Applied Psychology,2015,100(4):1228-1238.
[10]朱瑜,钱姝婷.包容型领导研究前沿探析与未来展望[J].外国经济与管理,2014,36(2):55-64.
[11]Carmeli A,Reiter Palmon R,Zive.Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace:The Mediating Role of Psychological Safety[J].Creativity Research Journal,2010,22(3):250-260.
[12]江静,杨百寅.领导—成员交换、内部动机与员工创造力——工作多样性的调节作用[J].科学学与科学技术管理,2014(1):165-172.
[13]Kahn W A.Psychological Conditions of Personal Engagement and Disengagement at Work[J].Academy of Management Journal,1990,33(4):692-724.
[14]Vinarski Peretz H,Carmeli A.Linking Care Felt to Engagement in Innovative Behaviors in the Workplace:The Mediating Role of Psychological Conditions[J].Psychology of Aesthetics Creativity&the Arts,2011,5(1):43-53.
[15]谢文心.资质过剩感知对员工组织公民行为影响的研究[D].杭州:浙江大学,2015.
[16]逄键涛,温珂.主动性人格对员工创新行为的影响与机制[J].科研管理,2017,38(1):12-20.
[17]涂乙冬,陆欣欣.重赏之下必有勇夫?创新奖励与员工及团队创造力的机制研究[J].珞珈管理评论,2017,13(1):62-76.