组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用

The Effect of Organizational Creative Climate on Employees' Creative Behavior:The Moderating Effect of Creative Self-efficacy

"如何激发员工的创新行为"已成为当前人力资源管理研究者与实践者共同面对的重要课题,本研究尝试从组织创新氛围和创新自我效能感这两个视角来回答这个问题。研究采用问卷调查法,通过对478名在职员工的调查,对组织创新氛围、创新自我效能感和员工创新行为之间的关系进行了分析。研究内容与实证结果包括:首先,实证检验了在中国情境下组织创新氛围对员工创新行为的影响;其次,在社会认知理论的基础上,实证检验了创新自我效能感对员工创新行为的影响,这是中国情景下的开拓性研究;最后,创造性地将创新自我效能感引入到组织创新氛围与员工创新行为的关系之中,构建并验证了"组织创新氛围→创新自我效能感→员工创新行为"作用机制模型,打开了组织创新氛围对员工创新行为的影响机制这一"黑箱"。这些研究成果不仅为社会认知理论提供了强有力的支持,还为后续研究提供了良好的研究视角和基础,对企业管理实践也具有重要的参考价值。

＂How to stimulate employees＇ creative behavior＂ has been one of the hottest topics of current Human Resources Management and Innovation Management. This study attempts answer this question from two perspectives, organizational creative climate and creative self-efficacy. Using the data from 478 employees, we test the relationship among organizational creative climate, creative self-efficacy and employee＇ creative behavior. The contents and results of this study include three aspects. First, we test the relationship between organizational creative climate and employees＇ creative behavior through empirical research under Chinese cultural context. The five factors of organizational creative climate, job freedom, organizational support, group cooperation, growth in learning, ability to play, all have significant effect on the two factors of employees＇ creative behavior, the employees＇ behavior that bringing creative thought and the employees＇ behavior that performing creative thought. Second, basing on social cognitive theory, we test the relationship between creative self-efficacy and employees＇ creative behavior through empirical research. This study verifies the results of Tierney ＆ Farmer＇ research under Chinese cultural context. And the strongest effective path is ＂creative self-efficacy → the employees＇ behavior about bringing creative thought → the employees＇ behavior about performing creative thought＂ and the effective path coefficient is 0.623. It is a new discovery under Chinese cultural context. Third, we put creative self-efficacy into the relationship between organizational creative climate and employees＇ creative behavior. Then we build and validate the mechanism of ＂organizational creative climate → creative self-efficacy → employees＇ creative behavior＂. The fit indexes of the SEM （Structural Equation Model） are very good that show the mechanism is effective. This opens the ＂black box＂ that organizational creative climate affect on employees＇ creative behavior） firstly. The results of these studies not only support the social cognitive theory strongly, but also provide a good research perspective and bases for follow-up research and in human resource management practices.