组织创新气氛与激励偏好对员工创新行为的交互效应研究

A Study on the Relationship between the Effects of the Organizational Innovative Climate and those of Motivational Preference,on Employees' Innovative Behavior

关于创新气氛的定义,两种主要方法被广泛采用,认知图式法和共享认知法。工作动机的类别有两类,即情境型动机和特质型动机。情境型动机包括内在动机与外在动机两种导向。特质型动机涉及个体对激励因素的偏好问题,包括内在激励偏好和外在激励偏好两种导向。研究表明,内在激励偏好正向预测创新行为,外在激励偏好也正向预测创新行为。外在激励偏好正向调节创新气氛与创新行为的关系,但内在激励偏好反向调节创新气氛与创新行为的关系。也就是说,内在激励偏好越高,创新气氛对创新行为的影响越弱;内在激励偏好越低,创新气氛对创新行为的影响越强。外在激励偏好越高,创新气氛对创新行为的影响越强;外在激励偏好越低,创新气氛对创新行为的影响越弱。

In terms of the definition of the innovative climate,two approaches have been generally adopted:the cognitive schemata approach and the shared perception approach.There are two kinds of work motivation:the situational motivation and the trait motivation.The former includes two kinds of orientations—the intrinsic motivation and the extrinsic motivation orientation.The trait motivation involves the individual preference for motivational factors,including the intrinsic motivational preference(IMP)and the extrinsic motivational preference(EMP).The results of our study show that both the IMP and the EMP positively moderate the innovative behavior,that the EMP positively adjusts the relationship between the innovative climate and the innovative behavioral and that the IMP,however,negatively adjusts the said relationship.In other words,the stronger the IMP is,the weaker the impact of the innovative climate on the innovative behavior;the weaker the IMP,the greater the effect of the innovative climate on innovative behavior.The stronger the EMP,the greater the effect mentioned above.