个别协议对员工创新绩效的影响：面向通信企业的实证研究

摘要/Abstract

摘要： 基于社会交换理论和自我提升理论，以某通信企业的261名不同阶层的员工作为调研对象，研究了组织中个别协议对员工创新绩效的影响以及变革责任感知和组织自尊的中介作用。实证研究结果表明：（1）变革责任感知和组织自尊是灵活型个别协议和员工创新绩效的中介变量，组织可以通过为员工提供灵活的工作方式来提高员工的创新绩效；（2）变革责任感知是发展型个别协议和员工创新绩效的中介变量，组织可以通过为员工提供自我发展的机会强化员工的创新行为。

关键词: 个别协议, 组织自尊, 社会交换, 自我提升, 创新绩效

Abstract: Based on social exchange theory and the theory of self-improvement, this study interviews 261 employees from communication firms and investigates the effect of idiosyncratic deals on employees' innovation performance through the mediating roles of felt obligation for constructive change (FOCC) and organization-based self-esteem (OBSE). The empirical results show that the two dimensions of idiosyncratic deals-flexible idiosyncratic deals and developmental idiosyncratic deals-both have a positive effect on employees' innovation performance through felt obligation for constructive change and organization-based self-esteem. That is to say, FOCC and OBSE mediate the relationship of idiosyncratic deals and employees' innovation performance.

Key words: idiosyncratic deals, organizational self-esteem, social exchange, self-enhancement, innovation performance

王小健, 唐方成, 田予涵. 个别协议对员工创新绩效的影响：面向通信企业的实证研究[J]. 管理评论, 2020, 32(9): 220-228,265.

Wang Xiaojian, Tang Fangcheng, Tian Yuhan. The Effect of Idiosyncratic Deals on Employees' Innovation Performance: Empirical Study of a Communication Firm[J]. Management Review, 2020, 32(9): 220-228,265.

参考文献

[1] Liu J., Lee C., Hui C., et al. Idiosyncratic Deals and Employee Outcomes:The Mediating Roles of Social Exchange and Self-Enhancement and the Moderating Role of Individualism[J]. Journal of Applied Psychology, 2013,98(5):832-840
[2] Janssen O. The Joint Impact of Perceived Influence and Supervisor Supportiveness on Employee Innovative Behavior[J]. Journal of Occupational and Organizational Psychology, 2005,78(4):573-579
[3] 白云涛,王亚刚,席酉民. 多层级领导对员工信任工作绩效及创新行为的影响模式研究[J]. 管理工程学报, 2008,22(3):24-29
[4] Rousseau D. M. I-deals:Idiosyncratic Deals Workers Bargain for Themselves[M]. New York:M.E. Sharpe, 2005
[5] Wang S. H., Liu Y., Shalley C. E. Idiosyncratic Deals and Employee Creativity:The Mediating Role of Creative Self-efficacy[J]. Human Resource Management, 2018,57(6):1443-1453
[6] Feldman M. S., Pentland B. T. Reconceptualizing Organizational Routines as a Source of Flexibility and Change[J]. Administrative Science Quarterly, 2003,48(1):94-118
[7] Hornung S., Rousseau D. M., Glaser J. Why Supervisors Make Idiosyncratic Deals:Anecedents and Outcomes of I-deals from a Managerial Perspective[J]. Journal of Managerial Psychology, 2009,24(8):738-764
[8] Liden R. C., Sparrowe R. T., Wayne S. J. Leader-member Exchange Theory:The Past and Potential for the Future[J]. Research in Personnel and Human Resources Management, 1997,15(3):47-119
[9] Hornung S., Rousseau D. M., Weigl M., et al. Redesigning Work through Idiosyncratic Deals[J]. European Journal of Work and Organizational Psychology, 2014,32(4):608-626
[10] Morf M., Bakker A. B., Feierabend A. Bankers Closing Idiosyncratic Deals:Implications for Organization Cynicism[J]. Human Resource Management Journal, 2019,29(4):585-599
[11] Ng T. W. H., Lucianetti L. Goal Striving, Idiosyncratic Deals, and Job Behavior[J]. Journal of Organizational Behavior, 2016,37(1):41-60
[12] Lee B. Y., Kim T. Y., Gong Y. P., et al. Employee Well-being Attribution and Job Change Intentions:The Moderating Effect of Task Idiosyncratice Deals[J]. Human Resource Management, 2019,59(4):1-12
[13] Rousseau D. M., Ho V. T., Greenberg J. I-deals:Idiosyncratic Terms in Employment Relationships[J]. Academy of Management Review, 2006,31(4):977-994
[14] 井辉. 组织中的个性化契约——一个研究综述[J]. 技术经济与管理研究, 2015,16(1):56-61
[15] Wang P., Wang S. H., Yao X., et al. Idiosyncratice Deals and Work-to-family Conflict and Enrichment:The Mediating Roles of Fit Perceptions and Efficacy Beliefs[J]. Human Resource Management Journal, 2019,29(4):600-619
[16] Eisenberger R., Huntington R., Hutchisom S., et al. Perceived Organizational Support[J]. Journal of Applied Psychology, 1986,71(3):500-507
[17] Amabile T. M., Conti R., Coon H., et al. Assessing the Work Environment for Creativity[J]. Academy of Management Journal, 1996,39(5):1154-1184
[18] Mumford M. D., Scott G. M., Gaddis B., et al. Leading Creative People:Orchestrating Expertise and Relationships[J]. The Leadership Quarterly, 2002,13(6):705-750
[19] 梁建. 道德领导与员工建言:一个调节-中介模型的构建与检验[J]. 心理学报, 2014,11(2):252-264
[20] Rousseau D. M., Hornung S., Kim T. G. Idiosyncratic Deals:Testing Propositions on Timing, Content, and the Employment Relationship[J]. Journal of Vocational Behavior, 2009,74(3):338-348
[21] Fuller J. B., Marler L. E., Hester K. Promoting Felt Responsibility for Constructive Change and Proactive Behavior:Exploring Aspects of an Elaborated Model of Work Design[J]. Journal of Organizational Behavior, 2006,27(2):1089-1120
[22] Morrison E. W., Phelps C. C. Taking Charge at Work:Extrarole Efforts to Initiate Workplace Change[J]. Academy of Management Journal, 1999,42(6):403-419
[23] Graham J. W. Principled Organizational Dissent:A Theoretical Essay[J]. Research in Organizational Behavior, 1986,8(1):1-52
[24] 侯二秀,陈树文,长青. 知识员工心理资本对创新绩效的影响:心理契约的中介[J]. 科学学与科学技术管理, 2012,33(6):149-155
[25] 徐珺,尚玉钒,宋合义. 上级发展性反馈与创造力:一个被调节的中介模型[J]. 管理科学, 2018,31(1):69-78
[26] Pierce J. L., Gardner D. G., Cummings L. L., et al. Organization-based Self-esteem:Construct Definition, Measurement and Validation[J]. Academy of Management Journal, 1989,32(3):622-648
[27] 黄亮,彭璧玉. 工作幸福感对员工创新绩效的影响机制——一个多层次被调节的中介模型[J]. 南开管理评论, 2015,18(2):15-29
[28] 苗仁涛,周文霞,李天柱. 高绩效工作系统与员工态度:一个社会交换视角[J]. 管理科学, 2013,26(5):39-49
[29] Branden N. The Six Pillars of Self -Esteem[M]. New York:Bantam Books, 1994
[30] 刘肖芩,桑标,窦东徽. 自我提升的利与弊:理论、实证及应用[J]. 心理科学进展, 2011,19(6):883-895
[31] 古银华,卿涛,杨付,等. 包容型领导对下属创造力的双刃剑效应[J]. 管理科学, 2017,30(1):119-130
[32] 魏秋江,段锦云,范庭卫. 研究员工和组织关系的新视角:个别协议[J]. 心理科学进展, 2010,18(10):1601-1605
[33] 孙健敏,陆欣欣,孙嘉卿. 组织支持感与工作投入的曲线关系及其边界条件[J]. 管理科学, 2015,28(2):93-102
[34] Chen Z. X., Aryee S. Delegation and Employee Work Out-comes:An Examination of the Cultural Context of Mediation Processes in China[J]. Academy of Management Journal, 2007,50(1):226-238
[35] Judge T. A., Bono J. E. Relationship of Core Self-evaluations Traits-self-esteem, Generalized Self-efficacy, Locus of Control, and Emotional Stability with Job Satisfaction and Job Performance:A Meta-analysis[J]. Journal of Applied Psychology, 2001,86(1):80-92
[36] 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, 2017,30(3):51-62
[37] 曲如杰,王桢,焦琳,等. 领导-成员交换关系对研发人员创新的权变影响[J]. 科学学与科学技术管理, 2013,34(7):156-165
[38] Rank J., Nelson N. E., Allen T. D., et al. Leadership Predictors of Innovation and Task Performance:Subordinates Self-esteem and Self-presentation as Moderators[J]. Journal of Occupational and Organizational Psychology, 2009,82(3):465-489
[39] Rousseau D. M., Kim T. G. When Workers Bargain for Themselves:Idiosyncratic Deals and the Nature of the Employment Relationship[C]. British Academy of Management Conference, 2006
[40] Hornung S., Rousseau D. M., Glaser J. Creating Flexible Work Arrangements through Idiosyncratic Deals[J]. Journal of Applied Psychology, 2008,93(3):655-664
[41] Morrison E. W., Phelps C. Taking Charge at Work:Extrarole Efforts to Initiate Workplace Change[J]. Academy of Management Journal, 1999,42(4):403-419
[42] Janssen O., Yperen N. W. V. Employee's Goal Orientations, the Quality of Leader-member Exchange, and the Outcomes of Job Performance and Job Satisfaction[J]. Academy of Management Journal, 2004,27(3):368-384