组织创新重视感与员工创新：员工创新期待与创新人格的作用

›› 2019, Vol. 31 ›› Issue (12): 159-169.

• 组织行为与人力资源管理 • 上一篇下一篇

组织创新重视感与员工创新：员工创新期待与创新人格的作用

曲如杰¹, 朱厚强², 刘晔³, 时勘⁴

1. 华东师范大学经济与管理学部公共管理学院, 上海 200062;
2. 北京小米智能科技有限公司, 北京 100085;
3. 中国政法大学社会学院, 北京 102249;
4. 中国科学院大学经济与管理学院, 北京 100190

收稿日期:2017-07-04 出版日期:2019-12-28 发布日期:2019-12-24
通讯作者: 刘晔(通讯作者),华东政法大学社会学院,副教授,博士
作者简介:曲如杰,华东师范大学经济与管理学部公共管理学院副教授,硕士生导师,博士;朱厚强,北京小米智能科技有限公司,硕士;时勘,中国科学院大学经济与管理学院教授,博士生导师,博士。
基金资助:
上海哲学社会科学规划项目（2018BGL031）。

Perceived Organizational Valuing of Creativity and Employee Creativity: The Effects of Employees' Self-expectations for Creativity and Creative Personality

Qu Rujie¹, Zhu Houqiang², Liu Ye³, Shi Kan⁴

1. School of Public Administration, Faculty of Economics and Management, East China Normal University, Shanghai 200062;
2. Beijing Xiaomi Intelligent Technology Co., Ltd., Beijing 100085;
3. School of Sociology, China University of Political Science and Law, Beijing 102249;
4. School of Economics and Management, University of Chinese Academy of Sciences, Beijing 100190

Received:2017-07-04 Online:2019-12-28 Published:2019-12-24

摘要/Abstract

摘要：

本研究选取2家高新技术企业的员工及其直接领导作为研究对象，共调查了186组上下级配对数据，分布在61个团队。研究探讨了员工感知到的组织对创新的重视对员工创新行为的积极影响，员工自我创新期待在其间的中介作用，以及员工创新人格在第二阶段对于员工创新期待与员工创新行为间关系的调节作用。结果表明：（1）组织创新重视感正向影响员工创新行为。（2）员工自我创新期待中介组织创新重视感与员工创新行为之间的关系。（3）员工创新人格调节员工自我创新期待对员工创新行为的影响；相比低创新人格的员工，员工自我创新期待对高创新人格员工的创新行为影响更大。（4）员工创新人格调节上述间接关系（结果2），当员工的创新人格高时，组织创新重视感通过员工自我创新期待对员工创新产生的积极作用更强。

关键词: 组织创新重视感, 自我创新期待, 创新人格, 员工创新

Abstract:

Taking employees and their immediate supervisors in 2 high-tech enterprises as the sample, this study investigates a total of 186 pairs of superiors and subordinates dataset in 61 teams. We discuss the positive influence that the perceived organizational valuing of creativity has on employee creativity, explore the mediating effect of employees' self-expectations for creativity, and then examine the moderating effect of employees' creative personality on the relationship between the self-expectations for creativity and the creative behaviors. The results show that:(1) The perceived organizational valuing of creativity has positive effect on employee creativity. (2) There lies a mediating effect of employees' self-expectations for creativity between perceived organizational valuing of creativity and employee creativity. (3) Employees' creative personality moderates the relationship between employees' self-expectations for creativity and employee creative behaviors; employees' self-expectation for creativity has a stronger effect on employee creative behaviors among employees with higher creative personality and vice versa. (4) Employees' creative personality moderates the indirect relation above (result 2), when an employee has higher creative personality, perceived organizational valuing of creativity has stronger positive effect on employee creative behaviors through employee self-expectations for creativity.

Key words: perceived organizational valuing of creativity, self-expectations for creativity, creative personality, employee creativity

曲如杰, 朱厚强, 刘晔, 时勘. 组织创新重视感与员工创新：员工创新期待与创新人格的作用[J]. , 2019, 31(12): 159-169.

Qu Rujie, Zhu Houqiang, Liu Ye, Shi Kan. Perceived Organizational Valuing of Creativity and Employee Creativity: The Effects of Employees' Self-expectations for Creativity and Creative Personality[J]. , 2019, 31(12): 159-169.

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组织创新重视感与员工创新：员工创新期待与创新人格的作用

Perceived Organizational Valuing of Creativity and Employee Creativity: The Effects of Employees' Self-expectations for Creativity and Creative Personality

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