基于自我一致性理论视角的员工创造力产生机制研究

管理评论 ›› 2022, Vol. 34 ›› Issue (9): 243-253.

• 组织行为与人力资源管理 • 上一篇下一篇

基于自我一致性理论视角的员工创造力产生机制研究

吴湘繁¹, 陈赟², 严荣³, 关浩光⁴

1. 新疆财经大学工商管理学院, 乌鲁木齐 830012;
2. 对外经济贸易大学国际商学院, 北京 100029;
3. 新疆财经大学旅游学院, 乌鲁木齐 830012;
4. 中欧国际工商学院组织行为学及人力资源管理学系, 上海 201206

收稿日期:2019-12-11 出版日期:2022-09-28 发布日期:2022-10-28
通讯作者: 严荣(通讯作者),新疆财经大学旅游学院副教授,硕士生导师,博士
作者简介:吴湘繁,新疆财经大学工商管理学院教授,博士生导师,博士;陈赟,对外经济贸易大学国际商学院博士研究生;关浩光,中欧国际工商学院组织行为学及人力资源管理学系副教授,博士生导师,博士。
基金资助:
国家自然科学基金项目（71662032；72162032）；国家社会科学基金西部项目（17XMZ093）；新疆财经大学2022年度智库调研项目（ZKYB2204）；新疆财经大学研究生科研创新项目(XJUFE2020K031)；2021年新疆维吾尔自治区研究生创新项目(XJ2021G275)。

Core Self-evaluation and Employee Creativity： A Perspective Based on the Self-consistent Theory

Wu Xiangfan¹, Chen Yun², Yan Rong³, Guan Haoguang⁴

1. School of Business Administration, Xinjiang University of Finance and Economics, Urumqi 830012;
2. Business School, University of International Business and Economics, Beijing 100029;
3. School of Tourism, Xinjiang University of Finance and Economics, Urumqi 830012;
4. Organizational Behavior and Human Resource Management Department, China Europe International Business School (CEIBS), Shanghai 201206

Received:2019-12-11 Online:2022-09-28 Published:2022-10-28

摘要/Abstract

摘要： 员工的创造力不仅来自于个体积极的自我认知，也受益于组织中的人际互动。基于自我一致性理论视角，本研究建构了一个被中介的调节模型，探讨核心自我评价对员工创造力的影响机制。采用来自国内某大型企业集团77个工作团队中的上司及其295名下属员工为样本，使用Mplus软件进行了多层次路径系数分析。实证结果表明：（1）核心自我评价正向影响员工创造力；（2）创新过程投入在核心自我评价与员工创造力之间起到了中介作用；（3）工作社会支持调节了核心自我评价与创新过程投入以及与员工创造力之间的正向关系，即工作社会支持水平越高，核心自我评价对创新过程投入以及员工创造力的促进作用越强；（4）创新过程投入中介了核心自我评价与工作社会支持之间的交互作用对员工创造力的正向影响。研究结果对企业的人力资源管理实践提供了有益的启示。

关键词: 核心自我评价, 创新过程投入, 工作社会支持, 员工创造力

Abstract: Employee creativity not only comes from individuals’ positive self-evaluation but also benefits from the interpersonal interaction in the organization. Based on self-consistent theory, this paper constructs a mediated moderation model to explore the mechanism of how core self-evaluation influences employee creativity. The hypothesis test is conducted with leaders from 77 work teams of large domestic enterprise groups and their 295 subordinates as samples. In line with our hypotheses, the path analysis results reveal that: (1) Core self-evaluation has a significant positive influence on employee creativity. (2) Creative process engagement plays a significant mediated role between core self-evaluation and employee creativity. (3) Job social support significantly moderates the positive relationships between core self-evaluation and creative process engagement as well as employee creativity such that they are stronger for subordinates who receive high job social support than for those who receive low one. (4) Creative process engagement mediates the interactive effect of core self-evaluation and job social support on employee creativity. The theoretical and managerial implications of the findings, limitations and future research directions are discussed.

Key words: core self-evaluation, creative process engagement, job social support, employee creativity

吴湘繁, 陈赟, 严荣, 关浩光. 基于自我一致性理论视角的员工创造力产生机制研究[J]. 管理评论, 2022, 34(9): 243-253.

Wu Xiangfan, Chen Yun, Yan Rong, Guan Haoguang. Core Self-evaluation and Employee Creativity： A Perspective Based on the Self-consistent Theory[J]. Management Review, 2022, 34(9): 243-253.

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基于自我一致性理论视角的员工创造力产生机制研究

Core Self-evaluation and Employee Creativity： A Perspective Based on the Self-consistent Theory

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