基于创新性过程投入的员工创造力影响因素研究

Research into the Influencing Factors of Employee Creativity Based on Creative Process Engagement

创新性过程投入是近年来在管理领域出现的新概念,虽然从理论上能够推导出这一概念有助于员工创造力的提升,但其在知识工作者的内生动机与创造力之间是否以及扮演什么角色,理论界触及不深、缺乏系统的探索和阐释。论文基于自主理论建构了一个被调节的中介效应模型,旨在探索内生动机是如何影响员工创造力的。实证结果表明:(1)知识工作者的内生动机显著影响创造力;(2)创新性过程投入在知识工作者内生动机与创造力之间起部分中介作用;(3)创造力自我效能感调节了创新性过程投入对创造力的影响;进一步,(4)创新性过程投入的中介作用受到了创造力自我效能感的调节,创造力自我效能感程度越高,知识工作者内生动机通过创新性过程投入对创造力的间接作用越强。研究发现创新性过程投入在主效应中的特殊解释力,丰富内生动机效力的相关研究,对员工创造性实践提供了有益的启示。

Creative process engagement has been a new concept in management for the past few years. Although existing research suggests this concept can help employee achieve creativity,the effect of knowledge workers’ intrinsic motivation on employees’ creativity does not give full explanation. This paper constructs a moderated mediation model based on the determination theory to test how intrinsic motivation influences employees’ creativity. The results show that:( 1) intrinsic motivation is positively related to employees’ creativity,( 2) creative process engagement partially mediates the relationship between intrinsic motivation and employees’ creativity,and( 3) creative self-efficacy moderates the relationship between creative process engagement and employees’ creativity,and furthermore,( 4) the mediated role of creative process engagement is moderated by creative selfefficacy,that is to say,the effect of knowledge workers’ intrinsic motivation of creativity through creative process engagement is stronger when creative self-efficacy is higher. The results show that a moderated mediation model provides a better understanding of creative process engagement,and the management implications,limitations and prospects of this study are discussed in the end.