创造力自我效能感及心理安全感组合对员工越轨创新行为的影响机制研究

摘要/Abstract

摘要： 员工通过越轨创新带来的拓荒式创新成果在实现我国高质量发展上起到重要作用。目前文献还未从动机视角研究越轨创新行为的形成机制，因此本文基于社会认知理论整合了员工创造力自我效能感和心理安全感这一组认知要素，并从动机视角引入绩效趋近目标导向作为中介，探讨其对越轨创新行为的影响。来自53家科技型企业的468份三时间节点的员工数据表明：创造力自我效能感和心理安全感对员工越轨创新行为有促进作用；创造力自我效能感和心理安全感的双高组合比双低组合更容易驱动越轨创新行为；创造力自我效能感和心理安全感的一致性组合比不一致性组合更容易驱动越轨创新行为；创造力自我效能感和心理安全感的高低组合比低高组合更容易驱动越轨创新行为；员工创造力自我效能感和心理安全感主要通过形成绩效趋近目标导向进而影响越轨创新行为；差错管理氛围能正向调节绩效趋近目标导向的中介作用。本研究在越轨创新行为形成机制的研究上提供了新的视角，并为企业如何驱动员工越轨创新行为提供了实践指导。

关键词: 创造力自我效能感, 心理安全感, 绩效趋近目标导向, 差错管理氛围, 越轨创新行为

Abstract: Groundbreaking achievements brought by employees’ deviant innovation play an important role in realizing the high-quality development in China. However, the literature has not yet studied the formation mechanism of deviant innovation behavior from the motivation perspective. Based on the social cognitive theory, this paper integrates employees’ creative self-efficacy and psychological safety, and introduces performance approaching goal orientation as a mediator from the motivation perspective to explore its influence on deviant innovation behavior. The 468 employee data of three-time nodes from 53 technology firms show that creative self-efficacy and psychological safety can promote employees’ deviant innovation behavior to a different extent, depending on how they are combined together. To be specific, a high-high combination is more able to drive deviant innovation than a low-low combination; a homodromous combination is more able to drive deviant innovation behavior than a heterodromous combination; and a high-low combination is more able to drive deviant innovation than a low-high combination. Employees’ creativity self-efficacy and psychological safety mainly influence their deviant innovation behavior via performance approaching goal orientation. Error management climate positively moderates the mediating role of performance approaching goal orientation. This study provides a new perspective on the formation mechanism of deviant innovation behavior, and provides practical guidance for firms on how to drive employees’ deviant innovation behavior.

Key words: creative self-efficacy, psychological safety, performance approaching goal orientation, error management climate, deviant innovation behavior

刘龙均, 龙静, 柳汝泓, 万文海. 创造力自我效能感及心理安全感组合对员工越轨创新行为的影响机制研究[J]. 管理评论, 2024, 36(4): 75-87.

Liu Longjun, Long Jing, Liu Ruhong, Wan Wenhai. A Research into the Mechanism of How a Combination of Creativity Self-efficacy and Psychological Safety Influences Employees’ Deviant Innovation Behavior[J]. Management Review, 2024, 36(4): 75-87.

参考文献

[1] 陈超,刘新梅,葛瑞波. 领导—领导交换对团队创新的链式中介效应研究[J]. 管理评论, 2021,33(6):192-200 Chen C., Liu X. M., Ge R. B. Research of the Chain Mediating Effect of Leader-Leader Exchange on Team Innovation[J]. Management Review, 2021,33(6):192-200
[2] 黄玮,项国鹏,杜运周,等. 越轨创新与个体创新绩效的关系研究——地位和创造力的联合调节作用[J]. 南开管理评论, 2017,20(1):143-154 Huang W., Xiang G. P., Du Y. Z., et al. Bootleg and Individual Innovation Performance: The Joint Effect of Status and Creativity[J]. Nankai Business Review, 2017,20(1):143-154
[3] Singh S. K. Territoriality, Task Performance, and Workplace Deviance: Empirical Evidence on Role of Knowledge Hiding[J]. Journal of Business Research, 2019,97:10-19
[4] Augsdorfer P. A Diagnostic Personality Test to Identify Likely Corporate Bootleg Researchers[J]. International Journal of Innovation Management, 2012,16(1):139-159
[5] Criscuolo P., Salter A., Ter Wal A. L. J. Going Underground: Bootlegging and Individual Innovative Performance[J]. Organization Science, 2014,25(5):1287-1305
[6] 赵斌,古睿,李瑶. 员工越轨创新成功的情境化研究[J]. 科学学研究, 2019,37(11):2102-2112 Zhao B., Gu R., Li Y. A Situation Study on the Success of Employee’s Bootleg Innovation[J]. Studies in Science of Science, 2019,37(11):2102-2112
[7] 杨剑钊,李晓娣. 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[J]. 工程管理科技前沿, 2019,38(4):17-23 Yang J. Z., Li X. D. Research on the Proactive Personality to the Performance of Deviant Innovation—The Mediation of Innovation Catalysis and the Moderation of Transformational Leadership Behavior[J]. Frontiers of Science and Technology of Engineering Management, 2019,38(4):17-23
[8] Ng T. W. H., Yam K. C. When and Why does Employee Creativity Fuel Deviance? Key Psychological Mechanisms[J]. Journal of Applied Psychology, 2019,104(9):1144-1163
[9] Galperin B. L. Exploring the Nomological Network of Workplace Deviance: Developing and Validating a Measure of Constructive Deviance[J]. Journal of Applied Social Psychology, 2012,42(12):2988-3025
[10] Vadera A. K., Pratt M. G., Mishra P. Constructive Deviance in Organizations: Integrating and Moving Forward[J]. Journal of Management, 2013,39(5):1221-1276
[11] Bandura A. Social Foundations of Thought and Action[M]. Englewood Cliffs, NJ: Prentice Hall, 1986
[12] Sarooghi H., Libaers D., Burkemper A. Examining the Relationship between Creativity and Innovation: A Meta-analysis of Organizational, Cultural, and Environmental Factors[J]. Journal of Business Venturing, 2015,30(5):714-731
[13] Tierney P., Farmer S. M. Creative Self-efficacy: Its Potential Antecedents and Relationship to Creative Performance[J]. Academy of Management Journal, 2002,45(6):1137-1148
[14] Tierney P., Farmer S. M. Creative Self-efficacy Development and Creative Performance over Time[J]. Journal of Applied Psychology, 2011,96(2):277-293
[15] Kahn W. A. Psychological Conditions of Personal Engagement and Disengagement at Work[J]. Academy of Management Journal, 1990,33(4):692-724
[16] Newman A., Donohue R., Eva N. Psychological Safety: A Systematic Review of the Literature[J]. Human Resource Management Review, 2017,27(3):521-535
[17] 赵乐,乐嘉昂,王雷. 领导调节聚焦行为对越轨创新的影响——创新资源结构性紧张和创造力的联合调节作用[J]. 工程管理科技前沿, 2019,38(1):1-7 Zhao L., Le J. A., Wang L. Research on Influence of Regulatory Focused Leadership and Bootlegging: Co-moderating Effect of Resource Shortage and Employee Creativity[J]. Frontiers of Science and Technology of Engineering Management, 2019,38(1):1-7
[18] 王朝晖,段海霞. 员工资质过剩感对越轨创新的U型影响研究:悖论的视角[J]. 管理评论, 2022,34(1):218-227 Wang C. H., Duan H. X. The U-shaped Impact of Perceived Over-qualification on Employee Creative Deviance: The Paradox Perspective[J]. Management Review, 2022,34(1):218-227
[19] Hirst G., Van Knippenberg D., Zhou J. A Cross-level Perspective on Employee Creativity: Goal Orientation, Team Learning Behavior, and Individual Creativity[J]. Academy of Management Journal, 2009,52(2):280-293
[20] Edmondson A. C. Speaking up in the Operating Room: How Team Leaders Promote Learning in Interdisciplinary Action Teams[J]. Journal of Management Studies, 2003,40(6):1419-1452
[21] 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
[22] Guchait P., Pasamehmetolu A., Madera J. Error Management Culture: Impact on Cohesion, Stress, and Turnover Intentions[J]. The Service Industries Journal, 2016,36(3-4):124-141
[23] Spector P. E., Fox S. The Stressor-emotion Model of Counterproductive Work Behavior[M]. Newyork: American Psychological Association, 2005
[24] Omar F., Halim F., Zainah A., et al. Stress and Job Satisfaction as Antecedents of Workplace Deviant Behavior[J]. Deviant Behavior, 2011,12:46-51
[25] Malik M. A. R., Butt A. N., Choi J. N. Rewards and Employee Creative Performance: Moderating Effects of Creative Self-efficacy, Reward Importance, and Locus of Control[J]. Journal of Organizational Behavior, 2015,36(1):59-74
[26] Richter A. W., Hirst G., Van Knippenberg D., et al. Creative Self-efficacy and Individual Creativity in Team Contexts: Cross-level Interactions with Team Informational Resources[J]. Journal of Applied Psychology, 2012,97(6):1282-1290
[27] 崔智淞,王弘钰. 上下级关系对员工建设性越轨行为的激活机制研究:一个被中介的调节模型[J]. 工程管理科技前沿, 2019,38(1):8-14 Cui Z. S., Wang H. Y. Research on the Activation Mechanism of Employee Constructive Deviance by Supervisor-Subordinate Guanxi: A Mediated Moderation Model[J]. Frontiers of Science and Technology of Engineering Management, 2019,38(1):8-14
[28] Norman S. M., Avey J. B., Nimnicht J. L., et al. The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors[J]. Journal of Leadership & Organizational Studies, 2010,17(4):380-391
[29] 屠兴勇,彭娅娅,林琤璐,等. 领导教练行为对员工创造性问题解决的影响:一个链式中介效应模型[J]. 管理评论, 2021,33(3):182-191 Tu X. Y., Peng Y. Y., Lin Z. L., et al. The Mechanism of Leader Coaching Behavior on Employee Creative Problem-solving: A Model of the Joint Mediation[J]. Management Review, 2021,33(3):182-191
[30] Demerouti E., Bakker A. B., Nachreiner F., et al. The Job Demands-Resources Model of Burnout[J]. Journal of Applied Psychology, 2001,86(3):499-512
[31] Chrisopoulos S., Dollard M. F., Winefield A. H., et al. Increasing the Probability of Finding an Interaction in Work Stress Research: A Two-wave Longitudinal Test of the Triple-match Principle[J]. Journal of Occupational and Organizational Psychology, 2010,83(1):17-37
[32] Bakker A. B., Demerouti E., Schaufeli W. B. The Crossover of Burnout and Work Engagement among Working Couples[J]. Human Relations, 2005,58(5):661-689
[33] Hakanen J. J., Schaufeli W. B., Ahola K. The Job Demands-Resources Model: A Three-year Cross-lagged Study of Burnout, Depression, Commitment, and Work Engagement[J]. Work & Stress, 2008,22(3):224-241
[34] Bakker A. B., Bal M. P. Weekly Work Engagement and Performance: A Study among Starting Teachers[J]. Journal of Occupational and Organizational Psychology, 2010,83(1):189-206
[35] Muro A., Soler J., Cebolla À., et al. A Positive Psychological Intervention for Failing Students: Does It Improve Academic Achievement and Motivation? A Pilot Study[J]. Learning and Motivation, 2018,63:126-132
[36] Olafsen A. H., Deci E. L., Halvari H. Basic Psychological Needs and Work Motivation: A Longitudinal Test of Directionality[J]. Motivation and Emotion, 2018,42(2):178-189
[37] Shao Z., Feng Y., Wang T. Charismatic Leadership and Tacit Knowledge Sharing in the Context of Enterprise Systems Learning: The Mediating Effect of Psychological Safety Climate and Intrinsic Motivation[J]. Behaviour & Information Technology, 2017,36(2):194-208
[38] Carmeli A., Schaubroeck J. The Influence of Leaders’ and Other Referents’ Normative Expectations on Individual Involvement in Creative Work[J]. The Leadership Quarterly, 2007,18(1):35-48
[39] 李宁,严进. 组织信任氛围对任务绩效的作用途径[J]. 心理学报, 2007,(6):1111-1121 Li N., Yan J. The Mechanism of How Trust Climate Impacts on Individual Performance[J]. Acta Psychologica Sinica, 2007,(6):1111-1121
[40] Vandewalle D., Cummings L. L. A Test of the Influence of Goal Orientation on the Feedback-seeking Process[J]. Journal of Applied Psychology, 1997,82(3):390-400
[41] Cigularov K. P., Chen P. Y., Rosecrance J. The Effects of Error Management Climate and Safety Communication on Safety: A Multi-level Study[J]. Accident Analysis & Prevention, 2010,42(5):1498-1506
[42] 王弘钰,于佳利. 组织创新氛围对越轨创新行为的影响机制研究[J]. 软科学, 2019,33(2):126-129 Wang H. Y., Yu J. L. The Effect of Organizational Creative Climate on Creative Deviant Behavior[J]. Soft Science, 2019,33(2):126-129
[43] 刘云,石金涛. 组织创新气氛与激励偏好对员工创新行为的交互效应研究[J]. 管理世界, 2009,(10):88-101 Liu Y., Shi J. T. A Study on the Relationship between the Effects of the Organizational Innovative Climate and Those of Motivational Preference, on Employees Innovative Behavior[J]. Journal of Management World, 2009,(10):88-101
[44] Edwards J. R., Cable D. M. The Value of Value Congruence[J]. Journal of Applied Psychology, 2009,94(3):654-677
[45] 吕霄,樊耘,马贵梅,等. 内在职业目标与个性化交易及对员工创新行为的影响机制——基于社会认知理论的研究[J]. 管理评论, 2020,32(3):203-214 Lv X., Fan Y., Ma G. M., et al. The Relationship between Intrinsic Career Goals and Idiosyncratic Deals and the Effect on Individual Innovation Behavior—Based on Social Cognitive Theory[J]. Management Review, 2020,32(3):203-214
[46] 耿紫珍,周怡欣,单春霞,等. 不同差错氛围激发团队突破性创造力的机理研究:社会信息处理视角[J]. 管理评论, 2022,34(9):221-231 Geng Z. Z., Zhou Y. X., Shan C. X., et al. The Influencing Mechanism between Different Error Climates and Team Radical Creativity: A Social Information Processing Perspective[J]. Management Review, 2022,34(9):221-231