企业导师指导如何激发徒弟创新——基于认知和情感的双路径机制研究

How Do Mentoring Motivate Innovative Behavior of Protégé: Dual Path Study Based on Cognition and Affect

面对复杂多变的商业环境,创新对于企业的重要性不言而喻,员工创新是推动企业创新的根本动力。企业导师制作为流行的人才培养制度,能否促进员工的创新行为,又是如何推动员工创新的?基于认知—情感个性系统理论,本研究探讨了导师指导对徒弟创新行为的影响以及创造力自我效能感和积极情感在其中的作用。通过对两阶段收集的261份有效数据进行统计分析发现:导师指导能显著影响徒弟的创新行为;徒弟被激发的创造力自我效能感和积极情感在导师指导与创新行为之间起双中介作用;创造力自我效能感和积极情感具有相互替代效应,创造力自我效能感负向调节了情感路径中积极情感的间接效应,积极情感负向调节了认知路径中创造力自我效能感的间接效应。本研究揭示的导师指导对徒弟创新行为的双路径影响机制,能够增进人们对导师与徒弟的复杂互动过程的理解,并为企业激发员工创新提供了理论指导。

Facing the complex and changeable business environment,the importance of innovation for enterprises is self-evident.Employee innovation is the fundamental driving force to promote enterprise innovation.Talent is the first resource of enterprise innovation,and the innovative behavior of employees is an important asset to make an enterprise succeed in the dynamic business environment.How to improve employees’innovation ability in the enterprise?The establishment of mentorship is an effective solution.The mentor not only pays attention to the guidance of the protégé’s professional skills and career development,but also provides psychosocial support.In addition,the mentor has the function of role model.Previous studies have confirmed that the role of mentoring in promoting innovative behavior of protégé.However,they were mostly based on a single path of cognition or affect.This study suggests that cognitive responses and affect states will all change when individuals are stimulated by situation.The cognitive and affect processes of mentoring are equally important,and a single path cannot fully explain its internal mechanism.Based on Cognitive-Affective Personality System(CAPS),this study explored the mechanism of mentoring influence on protégé’s innovative behavior,constructed a cognitive and affect dual path model,and investigated the boundary conditions.The results revealed that mentoring has a significant positive impact on the protégé’s innovative behavior.Creative self-efficacy and positive affect play a dual mediating role between mentoring and protégé’s innovative behavior.The influence of mentoring on protégé’s innovative behavior is realized based on creative self-efficacy of cognitive path and positive affect based on affect path.Creative self-efficacy and positive affect have a certain mutual substitution effect.Cognitive path and affect path present the relationship of ebb and flow.The cognitive unit creative self-efficacy significantly weakens the affect path,and the affect unit positive affect also significantly inhibits the cognitive path.This study provides several theoretical contributions.Firstly,based on Cognitive-Affective Personality System,this study explores the dual path mechanism of mentoring influence on protégé’s innovative behavior,which provides a new perspective for further revealing employee’s innovative behavior in dynamic situation.Secondly,a dual mediating model of the integration of cognition and affect between mentoring and protégé’s innovative behavior is constructed,and the positive influence of mentoring on protégé’s innovative behavior is verified,which extends the corresponding theoretical application of mentorship.Thirdly,the boundary conditions of mentoring influencing protégé’s innovative behavior are investigated,and the influence of interaction between cognitive unit and affect unit on employee’s innovative behavior is studied.This study does not simply juxtapose cognitive units and affect units,which explores how the interaction of cognitive and affect units affects employee innovation behavior.The findings also provided some practical suggestions for organizations.At first,mentorship should be taken as a considerable human resource management mode in enterprises.New employees who are in mentorship will quickly adapt to the work,improve all aspects of skills,and then contribute to the enterprise.Secondly,the mentor should encourage the protégé’s initiative and innovative behavior in their daily communication with them.Enterprises can also create a supportive working environment,improve employees’cognitive and affect awareness,and stimulate their innovation ability.Finally,the protégé’s creative self-efficacy and positive affect have a certain substitution effect,and there is a partial overlap between the two in promoting innovative behavior.Therefore,in the actual human resource management practice of enterprises,the mentor should cultivate the corresponding ability of emotion recognition,considering taking different intervention measures under specific circumstances to improve protégé’s innovative behavior.