前摄型人格对越轨创新绩效作用路径研究——创新催化的中介作用及变革型领导行为的调节作用
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摘要
新时代背景下创新驱动的发展观催生了多种创新形式,越轨创新逐渐成为角色外创新的有利补充,有助于企业激发超常规创新成果。前摄型人格员工具有更加主动、渴望成功、期待变革的特征,作为越轨创新的前置变量,为克服主管抑制、隐匿攫取信息资源提供自驱动力源。本文构建以创新催化为中介变量,以变革型领导行为为调节变量的前摄型人格对越轨创新绩效作用路径的分析框架。实证结果发现前摄型人格对越轨创新绩效有显著正向影响;创新催化在两者之间起中介作用;变革型领导行为在前摄型人格和越轨创新绩效间起正向调节作用。
The innovation-driven development concept in the new era has spawned a variety of innovative forms. Deviant innovation has gradually become a beneficial supplement to extra role innovation,helping enterprises stimulate extraordinary innovation results. Employees of proactive personality have the characteristics of being more proactive,eager for success,and anticipating changes. As a pre-determined variable for deviant innovation,proactive personality provides a self-driving force for overcoming the supervisor's suppression and concealment of information resources. This study establishes a framework for the analysis of the role of proactive personality with respect to deviant innovation performance with innovative catalysis as a mediator and transformational leadership behavior as a moderator. The empirical results show that proactive personality has a significant positive impact on the performance of deviant innovation; innovation catalysis acts as a mediator between the two; transformational leadership behavior plays a positive role of the moderator between proactive personality and deviant innovation performance.
The innovation-driven development concept in the new era has spawned a variety of innovative forms. Deviant innovation has gradually become a beneficial supplement to extra role innovation,helping enterprises stimulate extraordinary innovation results. Employees of proactive personality have the characteristics of being more proactive,eager for success,and anticipating changes. As a pre-determined variable for deviant innovation,proactive personality provides a self-driving force for overcoming the supervisor's suppression and concealment of information resources. This study establishes a framework for the analysis of the role of proactive personality with respect to deviant innovation performance with innovative catalysis as a mediator and transformational leadership behavior as a moderator. The empirical results show that proactive personality has a significant positive impact on the performance of deviant innovation; innovation catalysis acts as a mediator between the two; transformational leadership behavior plays a positive role of the moderator between proactive personality and deviant innovation performance.
引文
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[28]温忠麟,张雷,侯杰泰,等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614-620.
[29] Muller D,Judd C M,Yzerbyt V Y. When moderation is mediated and mediation is moderated[J]. Journal of Personality and Social Psychology, 2005, 89(6):852-863.
[30] Howell J M,Avolio B J. Transformational leadership,transactional leadership,locus of control and support for innovation:key predictors of consolidated business unit performance[J]. Journal of Applied Psychology,1993,78(6):891-902.
[31] Garcia V J,Florenss F J,Verdu A J. The effects of transformational leadership on organizational performance through knowledge and innovation[J]. British Journal of Management,2007,10:1-21.
[32] Aragon J A,Garcia V J,Cordon E. Leadership and organizational learning’s role on innovation and performance:lessons from Spain[J]. Industrial Marketing Management,2007,36:349-359.
[2]库恩.科学革命的结构[M].北京:北京大学出版社,2003. 101.
[3] Augsdrfer P. Bootlegging and path dependency[J].Research Policy,2005,34(1):1-11.
[4]张婕,樊耘,张旭.前摄性行为视角下的员工创新———前摄型人格、反馈寻求与员工创新绩效[J].南开管理评论,2014,17(5):13-23.
[5]吕霄,樊耘,张婕,等.前摄型人格对角色内绩效的影响:个性化交易和员工创新行为的作用[J].科学学与科学技术管理,2016,37(8):170-180.
[6]屠兴勇.批判性反思视角下前摄型人格对员工创新的影响[J].社会科学,2016,(10):66-77.
[7]刘秋华.科学创新思维中循规与越轨范畴的流动和转化[J].科学技术与辩证法,2005,(4):69-72.
[8] Martin R L. The innovation catalysts[J]. Harvard Business Review,2011,89(6):82-87.
[9] Crant J M. Proactive Behavior in organizations[J].Journal of Management,2000,26(3):435-462.
[10] Tortoriello M, Mcevily B, Krackhardt D. Being a catalyst of innovation:the role of knowledge diversity and network closure[J]. Organization Science,2015,26(2):423-438.
[11] Gong Y,Cheung S,Wang M,et al.. Unfolding the proactive process for creativity:integration of the employee proactivity,information exchange,and psychological safety perspectives[J]. Journal of Management,2012,38(5):1611-1633.
[12]张建华.知识管理中的知识进化绩效评价机制研究[J].科学学与科学技术管理,2013,34(7):28-37.
[13] Perry-Smith J E,Shalley C E. The social side of creativity:a static and dynamic social network perspective[J]. Academy of Management Review,2003,28(1):89-106.
[14]陈伍洋,叶茂林,陈宇帅,等.下属越轨创新对主管阻抑的影响———地位威胁感和权威主义取向的作用[J].心理科学,2017,40(3):670-677.
[15] Burris E R. The risks and rewards of speaking up:managerial responses to employee voice[J]. Academy of Management Journal,2012,55(4):851-875.
[16] Granovetter M. The strength of weak ties[J]. American Journal of Sociology,1973,78(6):1360-1380.
[17] Bercovitz J, Feldman M. Academic entrepreneurs:organizational change at the individual level[J]. Organization Science,2008,19(1):69-89.
[18] Mowery D C. Plus ca change:industrial R&D in the“third industrial revolution”[J]. Industrial&Corporate Change,2009,18(1):1-50.
[19] Reagans R,Miron S,Argote L. Knowledge utilization,coordination,and team performance[J]. Organization Science,2016,27(5):1108-1124.
[20] Burns J M.“Leadership”[M]. New York:Harper and Row,1978.
[21]陈国权,周为.领导行为、组织学习能力与组织绩效关系研究[J].科研管理,2009,30(5):148-154,186.
[22]王永伟,马洁,吴湘繁,等.变革型领导行为、组织学习倾向与组织惯例更新的关系研究[J].管理世界,2012,(9):110-119.
[23]王凤彬,陈建勋.动态环境下变革型领导行为对探索式技术创新和组织绩效的影响[J].南开管理评论,2011,14(1):4-16.
[24] Parker S K,Collins C G. Taking stock:integrating and differentiating multiple proactive behaviors[J]. Journal of Management,2010,36(2):633-662.
[25] Criscuolo P,Salter A,Terwal A L J. Going underground:bootlegging and individual innovative performance[J]. Organization Science, 2014, 25(5):1287-1305.
[26] Zhang L,Deng Y,Zhang X,et al.. Why do Chinese employees build supervisor subordinate guanxi a motivational analysis[J]. Asia Pacific Journal of Management,2016,33(3):617-648.
[27] Podsakoff P M,Mackenzie S B,Bommer W H. Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction,commitment,trust,and organizational citizen[J]. Journal of Management,1996,22(2):259-298.
[28]温忠麟,张雷,侯杰泰,等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614-620.
[29] Muller D,Judd C M,Yzerbyt V Y. When moderation is mediated and mediation is moderated[J]. Journal of Personality and Social Psychology, 2005, 89(6):852-863.
[30] Howell J M,Avolio B J. Transformational leadership,transactional leadership,locus of control and support for innovation:key predictors of consolidated business unit performance[J]. Journal of Applied Psychology,1993,78(6):891-902.
[31] Garcia V J,Florenss F J,Verdu A J. The effects of transformational leadership on organizational performance through knowledge and innovation[J]. British Journal of Management,2007,10:1-21.
[32] Aragon J A,Garcia V J,Cordon E. Leadership and organizational learning’s role on innovation and performance:lessons from Spain[J]. Industrial Marketing Management,2007,36:349-359.