感知上级信任对员工越轨创新的“双刃剑”效应

摘要/Abstract

摘要： 本研究基于目的性工作行为理论，从环境-个体交互视角探讨了感知上级信任对员工越轨创新的“双刃剑”作用机制，验证了自主动机、自我损耗和创新过程投入的双重链式中介作用，并分析了经验开放性在其中的边界作用。研究结果表明，感知上级信任对越轨创新的“双刃剑”效应会受到员工经验开放性的影响。当员工具有高经验开放性时，感知上级信任会通过激发员工自主动机，提升员工的创新过程投入，从而促进越轨创新发生；当员工具有低经验开放性时，感知上级信任会引发员工自我损耗，降低员工的创新过程投入，从而抑制越轨创新发生。

关键词: 感知上级信任, 越轨创新, 经验开放性, 创新过程投入

Abstract: Based on the theory of purposeful work behavior, the study explores the double-edged sword mechanism of feeling trusted on bootlegging from an environment-individual interaction perspective, verifies the dual chain mediation role of autonomous motivation, ego depletion and creative process engagement, and analyzes the boundary role of openness to experience. The results show that the double-edged sword effect of feeling trusted on bootlegging will be affected by openness to experience. When employees have high openness to experience, feeling trusted will stimulate autonomous motivation to enhance creative process engagement, thus promoting bootlegging; When employees have low openness to experience, feeling trusted will lead to ego depletion, reduce employees’ creative process engagement, and thus inhibit the occurrence of bootlegging.

Key words: feeling trusted, bootlegging, openness to experience, creative process engagement

王弘钰, 寇先柳. 感知上级信任对员工越轨创新的“双刃剑”效应[J]. 管理评论, 2025, 37(8): 143-154.

Wang Hongyu, Kou Xianliu. The Double-edged Sword Effect of Feeling Trusted on Bootlegging[J]. Management Review, 2025, 37(8): 143-154.

参考文献

[1] Mainemelis C. Stealing Fire:Creative Deviance in the Evolution of New Ideas[J]. Academy of Management Review, 2010,35(4):558-578
[2] Augsdorfer P. Bootlegging and Path Dependency[J]. Research Policy, 2005,34(1):1-11
[3] Criscuolo P., Salter A., Wal A. L. J. T. Going Underground:Bootlegging and Individual Innovative Performance[J]. Organization Science, 2014,25(5):1287-1305
[4] 朱永跃,宋锐.职场精神力对员工越轨创新行为的影响机制研究[J].科技进步与对策, 2023,40(21):140-150 Zhu Y. Y., Song R. The Influence Mechanism of Workplace Spirituality on Employee Creative Deviance[J]. Science&Technology Progress and Policy, 2023,40(21):140-150
[5] 许玉平,严荣笑,刘智强,等.独特性需求对员工突破性和渐进性创造力的影响[J].管理评论, 2023,35(6):193-204 Xu Y. P., Yan R. X., Liu Z. Q., et al. The Impact of Need for Uniqueness on Employees'Radical and Incremental Creativity[J]. Management Review, 2023,35(6):193-204
[6] 黄杜鹃,孙涛,丁雪,等.幽默型领导对员工越轨创新的影响——一个被调节的双中介模型[J].科技进步与对策, 2023,40(13):141-151 Huang D. J., Sun T., Ding X., et al. The Influence of Humorous Leadership on Employees'Deviant Innovation:A Moderated Dual Mediation Model[J]. Science&Technology Progress and Policy, 2023,40(13):141-151
[7] 屈金照,张丽华,徐世勇.领导谦卑影响员工越轨创新行为的作用机制研究[J].科学学与科学技术管理, 2023,44(9):165-182 Qu J. Z., Zhang L. H., Xu S. Y. How does Leader Humility Stimulate Employee Bootlegging?The Role of Perceived Over-qualification and Proactive Personality[J]. Science of Science and Management of S.&T., 2023,44(9):165-182
[8] 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
[9] 王弘钰,邹纯龙.上下级关系对员工越轨创新的影响机制研究[J].华东经济管理, 2019,33(4):37-43 Wang H. Y., Zou C. L. Influencing Mechanism Study of Supervisor-Subordinate Guanxi on Employees'Bootleg Innovation[J]. East China Economic Management, 2019,33(4):37-43
[10] Ilies R., Nahrgang J. D., Morgeson F. P. Leader-Member Exchange and Citizenship Behaviors:A Meta-analysis[J]. Journal of Applied Psychology, 2007,92(1):269-277
[11] 张兰霞,韦彩云,孙欣.上级信任感知对员工创新行为的影响机制研究——一个双重链式中介效应模型[J].软科学, 2023,37(6):131-137 Zhang L. X., Wei C. Y., Sun X. Impact Mechanism of Feeling Trusted on Employees'Innovative Behavior-A Dual-pathway Chain Mediation Model[J]. Soft Science, 2023,37(6):131-137
[12] Baer M. D., Frank E. L., Matta F. K., et al. Undertrusted, Overtrusted, or Just Right?The Fairness of (in) Congruence between Trust Wanted and Trust Received[J]. Academy of Management Journal, 2021,64(1):180-206
[13] 王红丽.被信任的后遗症:感知上级信任的双路径研究[J].经济管理, 2018,40(6):69-85 Wang H. L. Is Trust Certain to Be Welcome:The Two Routs of Feeling Trusted on Its Outcome[J]. Business Management Journal, 2018,40(6):69-85
[14] 陈欢欢,温韞泽,胡云洋,等.自豪还是焦虑?感知上级信任的双刃剑效应研究[J].中国人力资源开发, 2021,38(1):63-74 Chen H. H., Wen Y. Z., Hu Y. Y., et al. Pride or Anxiety?Research on the Double-edged Sword Effect of Feeling Trusted by Supervisors[J]. Human Resources Development of China, 2021,38(1):63-74
[15] 邱迅杰,于桂兰,孙轩."赋能"还是"超载"?感知上级信任对员工主动性行为的双刃剑效应[J].管理评论, 2023,35(1):199-208 Qiu X. J., Yu G. L., Sun X. "Enabling" or "Overloading" ?Double-edged Sword Effect of Feeling Trusted on Employees'Proactive Behavior[J]. Management Review, 2023,35(1):199-208
[16] Ye S., Xiao Y., Wu S., et al. Feeling Trusted or Feeling Used?The Relationship between Perceived Leader Trust, Reciprocation Wariness, and Proactive Behavior[J]. Psychology Research and Behavior Management, 2021,14:1461-1472
[17] Barrick M. R., Mount M. K., Li N. The Theory of Purposeful Work Behavior:The Role of Personality, Higher-Order Goals, and Job Characteristics[J]. Academy of Management Review, 2013,38(1):132-153
[18] George J. M., Zhou J. When Openness to Experience and Conscientiousness Are Related to Creative Behavior:An Interactional Approach[J]. Journal of Applied Psychology, 2001,86(3):513-524
[19] Zhang X., Bartol K. M. The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance:A Curvilinear Assessment[J]. Journal of Applied Psychology, 2010,95(5):862-873
[20] Xia Y., Schyns B., Zhang L. Why and When Job Stressors Impact Voice Behaviour:An Ego Depletion Perspective[J]. Journal of Business Research, 2020,109:200-209
[21] Babalola M. T., Kwan H. K., Ren S., et al. Being Ignored by Loved Ones:Understanding When and Why Family Ostracism Inhibits Creativity at Work[J]. Journal of Organizational Behavior, 2021,42(3):349-364
[22] Zhang X., Bartol K. M. Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement[J]. Academy of Management Journal, 2010,53(1):107-128
[23] Shalley C. E., Gilson L. L., Blum T. C. Interactive Effects of Growth Need Strength, Work Context, and Job Complexity on Self-Reported Creative Performance[J]. Academy of Management Journal, 2009,52(3):489-505
[24] 杨皖苏,杨善林.主动性-被动性员工创新行为:基于挑战性-阻断性压力源双路径分析[J].科学学与科学技术管理, 2018,39(8):130-144 Yang W. S., Yang S. L. Proactive-Reactive Innovation Behavior of the Employee:An Analysis Based on the Challenge-Hindrance Stressors Dual-path[J]. Science of Science and Management of S.&T., 2018,39(8):130-144
[25] 陈晨,张昕,孙利平,等.信任以稀为贵?下属感知被信任如何以及何时导致反生产行为[J].心理学报, 2020,52(3):329-344 Chen C., Zhang X., Sun L. P, et al. Trust Is Valued in Proportion to Its Rarity?Investigating How and When Feeling Trusted Leads to Counterproductive Work Behavior[J]. Acta Psychologica Sinica, 2020,52(3):329-344
[26] Simon L. S., Rosen C. C., Gajendran R. S., et al. Pain or Gain?Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback[J]. Journal of Applied Psychology, 2022,107(2):279-297
[27] Deci E. L., Ryan R. M. The"What "and" Why"of Goal Pursuits:Human Needs and the Self-determination of Behavior[J]. Psychological Inquiry, 2000,11(4):227-268
[28] Lau D. C., Lam L. W., Wen S. S. Examining the Effects of Feeling Trusted by Supervisors in the Workplace:A Self-evaluative Perspective[J]. Journal of Organizational Behavior, 2014,35(1):112-127
[29] 韩翼,肖素芳.领导为什么拒谏:基于动机社会认知视角的阐释[J].外国经济与管理, 2020,42(8):68-80 Han Y., Xiao S. F. Why do Leaders Reject Voice:An Explanation Based on a Motivated Social Cognition Perspective[J]. Foreign Economics&Management, 2020,42(8):68-80
[30] Liu Z. Q., Xu Y. P., Xu J. W., et al. Innovation Expectation Discrepancy and Team Radical Innovation:A Self-regulatory Perspective[J]. Acta Psychologica Sinica, 2023,55(2):272
[31] 屠兴勇,赵紫薇.领导教练行为对员工创新的影响机理——"动机-过程投入"的联合中介效应[J].社会科学, 2017,(11):43-54 Tu X. Y., Zhao Z. W. The Mechanism of Leader Coaching Behavior on Employee Innovation-Test of the Joint Mediation of Motivation and Process Engagement[J]. Journal of Social Sciences, 2017,(11):43-54
[32] Chang Y. Y., Shih H. Y., Lin B. W. Work Curiosity and R&D Professionals'Creative Performance:Scientists vs Engineers[J]. Technovation, 2023,124:102739
[33] Gagné M., Forest J., Gilbert M. H., et al. The Motivation at Work Scale:Validation Evidence in Two Languages[J]. Educational and Psychological Measurement, 2010,70(4):628-646
[34] Baumeister R. F., Bratslavsky E., Muraven M., et al. Ego Depletion:Is the Active Self a Limited Resource?[J]. Journal of Personality and Social Psychology, 1998,74(5):1252-1265
[35] Gillespie N. Measuring Trust in Working Relationships:The Behavioral Trust Inventory[J]. Journal of Applied Psychology, 2003
[36] Gerpott F. H., Rivkin W., Unger D. Stop and Go, Where Is My Flow?How and When Daily Aversive Morning Commutes Are Negatively Related to Employees'Motivational States and Behavior at Work[J]. Journal of Applied Psychology, 2022,107(2):169-192
[37] Koopmann J., Johnson R. E., Wang M., et al. A Self-regulation Perspective on How and When Regulatory Focus Differentially Relates to Citizenship Behaviors[J]. Journal of Applied Psychology, 2019,104(5):629-641
[38] 王弘钰,于佳利.顾客参与对员工越轨创新的影响机制[J].科技进步与对策, 2023,40(12):151-160 Wang H. Y., Yu J. L. The Influence Mechanism of Customer Participation on Employees'Creative Deviance[J]. Science&Technology Progress and Policy, 2023,40(12):151-160
[39] Donnellan M. B., Oswald F. L., Baird B. M., et al. The Mini-IPIP Scales:Tiny-yet-Effective Measures of the Big Five Factors of Personality[J]. Psychological Assessment, 2006,18(2):192-203
[40] Lin S-H., Johnson R. E. A Suggestion to Improve a Day Keeps Your Depletion Away:Examining Promotive and Prohibitive Voice Behaviors within a Regulatory Focus and Ego Depletion Framework[J]. Journal of Applied Psychology, 2015,100(5):1381-1397
[41] Edwards J. R., Lambert L. S. Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J]. Psychological Methods, 2007,12(1):1-22
[42] 贾建锋,刘志.幽默不拘,创新不限:亲和幽默型领导与员工越轨创新[J].管理科学, 2021,34(2):69-80 Jia J. F., Liu Z. Non Rigid Humor, Unlimited Innovation:Leader Affiliative Humor and Employees'Bootlegging[J]. Journal of Management Science, 2021,34(2):69-80
[43] Wang H. L., Huang Q. H. The Dark Side of Feeling Trusted for Hospitality Employees:An Investigation in Two Service Contexts[J]. International Journal of Hospitality Management, 2019,76:122-131
[44] Kelley H. H., Michela J. L. Attribution Theory and Research[J]. Annual Review of Psychology, 1980,31:457-501