地位竞争动机、地位赋予标准与员工创新行为选择

Status-striving Motivation, Criteria for Status Promotion and Employees' Innovative Behavior Choice

本文以来自中国八大城市31家政府机关和企事业单位的216套配对数据为样本,通过独立样本T检验和方差分析,研究探讨了地位竞争动机与地位赋予标准如何相互作用并导致创新行为跨越分段式选择这一议题。研究结果发现,尽管员工在创新行为问题上存在分段式选择倾向,比如基于支配的地位竞争动机更多地驱动创新行为中的推展和实施创意,而基于威望的地位竞争动机则更多地驱动提出创意,但是,通过选择合适的地位赋予标准有助于改变这种分段式选择倾向,从而使员工不仅愿意提出创意,也愿意推展和实施创意。具体而言,由于不同地位赋予标准倡导的地位竞争比较对象不同,因此,在关系型社会情境中,刻度型标准相比竞赛型标准在驱动创新行为问题上有着更为明显的优势。研究结果构建了一个可系统考察地位竞争动机、地位赋予标准和员工创新行为关系的研究框架和理论体系,从而使人真正清楚为什么在同样具备行为能力的情况下,有些人宁愿提出创意而另一些人则宁愿推展和实施创意;什么样的基于地位竞争的制度设计可以推动员工不仅愿意提出创意也愿意推展和实施创意。

Based on the 216 dyadic samples that from 31 organizations in China, by using independent samples T test and ANOVA, this study explored the issue that how status-striving motivation and criteria for status promotion interact to result in employees＇ rational choice in innovative behavior. The results show that, although employees may tend to focus on different stages of innovative behavior based on different status-striving motivations, i.e., dominance-based status-striving motivation drives employees to diffuse and realize ideas while prestige- based status-striving motivation triggers ideas expression, appropriate orgainzational criteria for status promotion helps to change such a tendency. Specifically, due to the different comparative targets that advocated by different criteria for status promotion, scale-type criteria has more advantage in driving innovative behavior if compared with competition-type criteria in the context of relational society. The study finally constructed a theoretical framework that can be used to explore the relationship between status-striving motivation, criteria for status promotion and innovative behavior systematically, which helps to explain such questions that why some employees prefer to target idea expressing while others just focus on diffusing and realizing ideas on the premise of having ability, how to do can motivate employees not only to advance ideas but also to diffuse and realize ideas.