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

摘要/Abstract

摘要：

个性化交易因有助于员工个人目标与组织目标的融合而受到学界青睐，但是以员工为出发点的个性化交易能否激发员工利组织的行为有待进一步探索与实证检验。本研究基于社会认知理论揭示了内在职业目标如何影响个性化交易并促使员工表现出当今组织迫切需要的创新行为。对327份员工样本采用结构方程模型等分析方法，结果表明：（1）内在职业目标正向影响个性化交易；（2）个性化交易正向影响员工创新行为；（3）个性化交易部分中介了内在职业目标与员工创新行为；（4）个性化交易部分中介了内在职业目标与创新自我效能感；（5）创新自我效能感部分中介了个性化交易与员工创新行为。

关键词: 个性化交易, 员工创新行为, 内在职业目标, 创新自我效能感, 社会认知理论

Abstract:

Idiosyncratic deals attract the attention of researchers because they promote the integration of personal goals and organizational goals. However, idiosyncratic deals are at the start point of employees and how idiosyncratic deals inspire employees' behavior to benefit organization needs further research and empirical analysis. Based on social cognitive theory, this explores how intrinsic career goals affect idiosyncratic deals and also individual innovation behavior which is important to organization today. Using 327 employees' samples and the analysis method such as structural equation modeling, the results show:(1) intrinsic career goals have a positive effect on idiosyncratic deals; (2) idiosyncratic deals have a positive effect on individual innovation behavior; (3) idiosyncratic deals mediate the relationship between intrinsic career goals and individual innovation behavior partly; (4) idiosyncratic deals mediate the relationship between intrinsic career goals and creative self-efficacy partly; (5) creative self-efficacy mediates the relationship between idiosyncratic deals and individual innovation behavior partly.

Key words: idiosyncratic deals, individual innovation behavior, intrinsic career goals, creative self-efficacy, social cognitive theory

吕霄, 樊耘, 马贵梅, 阎亮. 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]. , 2020, 32(3): 203-214.

Lv Xiao, Fan Yun, Ma Guimei, Yan Liang. The Relationship between Intrinsic Career Goals and Idiosyncratic Deals and the Effect on Individual Innovation Behavior——Based on Social Cognitive Theory[J]. , 2020, 32(3): 203-214.

参考文献

[1] Scott S. G., Bruce R. A. Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J]. Academy of Management Journal, 1994,37(3):580-607
[2] 章凯,李朋波,罗文豪,等. 组织-员工目标融合的策略——基于海尔自主经营体管理的案例研究[J]. 管理世界, 2014,(4):124-145
[3] 赵斌,付正雪. 职场基本心理需求本土化构念与量表开发[J]. 管理评论, 2017,29(2):143-154
[4] Montani F., Odoardi C., Battistelli A. Individual and Contextual Determinants of Innovative Work Behaviour:Proactive Goal Generation Matters[J]. Journal of Occupational and Organizational Psychology, 2014,87(4):645-670
[5] 樊耘,吕霄,陈倩倩. 基于理论演进的个性化交易研究评述[J]. 华东经济管理, 2015,29(8):9-16
[6] Bal P. M. Why do Employees Negotiate Idiosyncratic Deals? An Exploration of the Process of I-deal Negotiation[J]. New Zealand Journal of Employment Relations, 2018,42(1):2-18
[7] Rousseau D. M. The Idiosyncratic Deal:Flexibility versus Fairness?[J]. Organizational Dynamics, 2001,29(4):260-273
[8] 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
[9] Hornung S., Rousseau D. M., Glaser J. Creating Flexible Work Arrangements through Idiosyncratic Deals[J]. Journal of Applied Psychology, 2008,93(3):655-664
[10] Rofcanin Y., Kiefer T., Strauss K. What Seals the I-deal? Exploring the Role of Employees' Behaviours and Managers' Emotions[J]. Journal of Occupational and Organizational Psychology, 2017,90(2):203-224
[11] Lee C., Hui C. Antecedents and Consequences of Idiosyncratic Deals:A Frame of Resource Exchange[J]. Frontiers of Business Research in China, 2011,5(3):380-401
[12] Rosen C. C., Slater D. J., Chang C. D., et al. Let's Make a Deal:Development and Validation of the Ex Post I-Deals Scale[J]. Journal of Management, 2013,39(3):709-742
[13] 吕霄,樊耘,张婕,等. 前摄型人格对角色内绩效的影响:个性化交易和员工创新行为的作用[J]. 科学学与科学技术管理, 2016,37(8):170-179
[14] Ng T. W. H., Lucianetti L. Goal Striving, Idiosyncratic Deals, and Job Behavior[J]. Journal of Organizational Behavior, 2015,37(1):41-60
[15] Bal P. M., Boehm S. A. How do I-Deals Influence Client Satisfaction? The Role of Exhaustion, Collective Commitment, and Age Diversity[J]. Journal of Management, 2019,45(4):1461-1487
[16] Las Heras M., Van der Heijden B. I. J. M., De Jong J., et al. "Handle with Care":The Mediating Role of Schedule I-Deals in the Relationship between Supervisors' Own Caregiving Responsibilities and Employee Outcomes[J]. Human Resource Management Journal, 2017,27(3):335-349
[17] Ng T. W. H., Feldman D. C. Idiosyncratic Deals and Organizational Commitment[J]. Journal of Vocational Behavior, 2010,76(3):419-427
[18] Liao C., Wayne S. J., Liden R. C., et al. Idiosyncratic Deals and Individual Effectiveness:The Moderating Role of Leader-Member Exchange Differentiation[J]. The Leadership Quarterly, 2017,28(3):438-450
[19] Hornung S., Glaser J., Rouseau D. M. Interdependence as an I(-)Deal:Enhancing Job Autonomy and Distributive Justice via Individual Negotiation[J]. Zeitschrift Fur Personalforschung, 2010,24(2):108-129
[20] Hornung S., Rousseau D. M., Glaser J., et al. Beyond Top-Down and Bottom-Up Work Redesign:Customizing Job Content through Idiosyncratic Deals[J]. Journal of Organizational Behavior, 2010,31(2-3):187-215
[21] Ng T. W. H., Feldman D. C. Idiosyncratic Deals and Voice Behavior[J]. Journal of Management, 2015,41(3):893-928
[22] Lemmon G., Westring A., Michel E. J., et al. A Cross-Domain Exploration of Performance Benefits and Costs of Idiosyncratic Deals[J]. Journal of Leadership & Organizational Studies, 2016,23(4):440-455
[23] Guerrero S., Challiol-Jeanblanc H. Idiosyncratic Deals and Helping Behavior:The Moderating Role of I-Deal Opportunity for Co-Workers[J]. Journal of Business and Psychology, 2016,31(3):433-443
[24] Ho V. T., Kong D. T. Exploring the Signaling Function of Idiosyncratic Deals and their Interaction[J]. Organizational Behavior and Human Decision Processes, 2015,131:149-161
[25] Liao C., Wayne S. J., Rousseau D. M. Idiosyncratic Deals in Contemporary Organizations:A Qualitative and Meta-Analytical Review[J]. Journal of Organizational Behavior, 2016,37(S1):S9-S29
[26] 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
[27] Bandura A. Social Cognitive Theory:An Agentic Perspective[J]. Annual Review of Psychology, 2001,52(1):1-26
[28] Seibert S. E., Kraimer M. L., Holtom B. C., et al. Even the Best Laid Plans Sometimes Go Askew:Career Self-Management Processes, Career Shocks, and the Decision to Pursue Graduate Education[J]. Journal of Applied Psychology, 2013,98(1):169-182
[29] 马君,刘婷. 重赏之下必有勇夫?研发人员的工作价值需求与激励错位对创造力的抑制[J]. 管理评论, 2017,27(7):94-104
[30] 顾远东,周文莉,彭纪生. 组织支持感对研发人员创新行为的影响机制研究[J]. 管理科学, 2014,27(1):109-119
[31] 杜鹏程,李敏,倪清,等. 差错反感文化对员工创新行为的影响机制研究[J]. 管理学报, 2015,12(4):538-545
[32] 曲如杰,王林,尚洁,等. 辱虐型领导与员工创新:员工自我概念的作用[J]. 管理评论, 2015,27(8):90-101
[33] 冯彩玲. 差异化变革型领导对员工创新行为的跨层次影响[J]. 管理评论, 2017,29(5):120-130
[34] 张振刚,余传鹏,李云健. 主动性人格、知识分享与员工创新行为关系研究[J]. 管理评论, 2016,28(4):123-133
[35] 王石磊,彭正龙. 新员工反馈寻求行为对其创新行为的影响研究[J]. 管理评论, 2013,25(12):156-164
[36] 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
[37] Liu D., Jiang K., Shalley C. E., et al. Motivational Mechanisms of Employee Creativity:A Meta-Analytic Examination and Theoretical Extension of the Creativity Literature[J]. Organizational Behavior and Human Decision Processes, 2016,137(1):236-263
[38] 杨晶照,杨东涛,赵顺娣,等. 工作场所中员工创新的内驱力:员工创造力自我效能感[J]. 心理科学进展, 2011,19(9):1363-1370
[39] Rousseau D. M. I-deals:Idiosyncratic Deals Employees Bargain for Themselves[M]. New York:ME Sharpe, 2005
[40] 施让龙,张珈祯,黄良志. 员工主动性人格特质、工作热情、知觉组织支持及职涯满意的实证研究[J]. 管理评论, 2017,29(2):114-128
[41] Tuan L. T., Rowley C. From Value-based Human Resource Practices to I-deals:Software Companies in Vietnam[J]. Personnel Review, 2015,44(1):39-68
[42] Guerrero S., Jeanblanc H., Veilleux M. Development Idiosyncratic Deals and Career Success[J]. Career Development International, 2016,21(1):19-30
[43] Anand S., Vidyarthi P. R., Liden R. C., et al. Good Citizens in Poor-Quality Relationships:Idiosyncratic Deals as a Substitute for Relationship Quality[J]. Academy of Management Journal, 2010,53(5):970-988
[44] Bandura A. On the Functional Properties of Perceived Self-Efficacy Revisited[J]. Journal of Management, 2012,38(1):9-44
[45] Gist M. E., Mitchell T. R. Self-Efficacy:A Theoretical Analysis of Its Determinants and Malleability[J]. The Academy of Management Review, 1992,17(2):183-211
[46] Tierney P., Farmer S. M. The Pygmalion Process and Employee Creativity[J]. Journal of Management, 2004,30(3):413-432
[47] Xanthopoulou D., Bakker A. B., Demerouti E., et al. The Role of Personal Resources in the Job Demands-Resources Model[J]. International Journal of Stress Management, 2007,14(2):121-141
[48] Aryee S., Walumbwa F. O., Zhou Q., et al. Transformational Leadership, Innovative Behavior, and Task Performance:Test of Mediation and Moderation Processes[J]. Human Performance, 2012,25(1):1-25
[49] Mathisen G. E. Organizational Antecedents of Creative Self-Efficacy[J]. Creativity and Innovation Management, 2011,20(3):185-195
[50] Amabile T. M., Barsade S. G., Muelleret J. S. Affect and Creativity at Work[J]. Administrative Science Quarterly, 2005,50(3):367-403
[51] Mathisen G. E., Bronnick K. S. Creative Self-Efficacy:An Intervention Study[J]. International Journal of Educational Research, 2009,48(1):21-29
[52] Tierney P., Farmer S. M. Creative Self-Efficacy Development and Creative Performance Over Time[J]. Journal of Applied Psychology, 2011,96(2):277-293
[53] Michael L. A. H., Hou S. T., Fan H. L. Creative Self-Efficacy and Innovative Behavior in a Service Setting:Optimism as a Moderator[J]. The Journal of Creative Behavior, 2011,45(4):258-272
[54] 顾远东,彭纪生. 创新自我效能感对员工创新行为的影响机制研究[J]. 科研管理, 2011,32(9):63-73
[55] 王孟成. 潜变量建模与Mplus应用——基础篇[M]. 重庆:重庆大学出版社, 2014
[56] 李永鑫,周海龙,田艳辉. 真实型领导影响员工工作投入的多重中介效应[J]. 心理科学, 2014,37(3):716-722
[57] 罗胜强,姜嬿. 管理学问卷调查研究方法[M]. 重庆:重庆大学出版社, 2014