领导－下属创造力评价匹配对组织惯例更新的影响机制研究：创业导向的调节效应

摘要/Abstract

摘要： 基于涌现理论,通过对领导-下属创造力评价匹配与组织惯例更新之间的关系研究,剖析了组织惯例更新微观影响要素及其相互作用,构建了一个自下而上的组织惯例更新理论模型。通过对262份领导-下属配对数据的多项式回归和响应面分析发现:员工创造力是影响组织惯例更新的关键驱动因素;创造力员工自评与创造力领导他评越不匹配,对组织惯例更新的正向影响越强;领导-下属创造力评价一致的情形下,"创造力员工自评高-创造力领导他评高"对组织惯例更新的正向影响更强;领导-下属创造力评价不一致的情形下,"创造力员工自评低-创造力领导他评高"对组织惯例更新的正向影响更强;领导-下属创造力评价匹配通过越轨创新影响组织惯例更新;创业导向正向调节越轨创新和组织惯例更新之间的关系。本研究从员工创造力的视角探讨了自下而上的组织惯例更新机制,同时,为员工创新自下而上涌现为组织惯例这一现象提供了理论解释,为组织惯例更新的研究提供了新的思路,丰富了组织惯例更新的影响机制和情境。

关键词: 员工创造力, 越轨创新, 创业导向, 组织惯例更新, 响应面分析

Abstract: Based on emergence theory, through a research on the relationship between leader-subordinate creativity assessment matching and organizational routine updating, we construct a bottom-up organizational routine updating theoretical model, focusing on the influence of leader-subordinate employee creativity assessment matching on organization path mechanisms and boundary conditions for routine updating. Employing polynomial regression and response surface analysis, we conduct a multi-source field study with 262 leader-subordinate paired data to test our theoretical model. It is found that employee creativity is a key factor driving organizational routine updating; Meanwhile the results reveal that the lower congruence between employee creativity assessment by employees themselves and that by their leader, the more positive effect on organizational routine updating; In the case of aligned assessment of employee creativity, high assessment by both employees themselves and their leader is better able to promote organizational routine updating than low assessment by both employees themselves and their leader; In the case of non-aligned assessment of employee creativity, low assessment by employees themselves but high assessment by their leader is better able to promote organizational routine updating than high assessment by employees themselves but low assessment by their leader; Furthermore, employees' bootleg innovation acts as an indirect mechanism linking the (in) congruence in leader-subordinate creativity assessment to organizational routine updating. A higher level of entrepreneurial orientation amplifies this indirect effect by strengthening the positive influence of bootleg innovation on organizational routine updating. The research discusses the top-down organizational routine updating mechanism from the perspective of employees, and provides a theoretical explanation for the phenomenon that employee innovation emerges from the bottom up as organizational routines, which provides new ideas for the research on organizational routine updating and broadenes the perspective to the impact mechanism and situation of organizational routine updating.

Key words: employee creativity, bootleg innovation, entrepreneurial orientation, organizational routine updating, response surface analysis

王永伟, 刘雨展, 武卫杰. 领导－下属创造力评价匹配对组织惯例更新的影响机制研究：创业导向的调节效应[J]. 管理评论, 2026, 38(5): 184-198.

Wang Yongwei, Liu Yuzhan, Wu Weijie. Research on the Mechanism of How Leader-Subordinate Creativity Assessment Matching Influences Organizational Routine Updating: The Moderating Effect of Entrepreneurial Orientation[J]. Management Review, 2026, 38(5): 184-198.

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