上级发展性反馈如何影响员工创造力?——一个被中介的调节作用模型

How does Supervisor Developmental Feedback Influence Individual Creativity?——A Mediated Moderation Model

在积极赋能、激活个体的组织情境下,上级发展性反馈对员工创造力的作用机制有待明确。突破被动适应视角局限,本文基于创造力领导理论与个体成长整合模型,对上级发展性反馈、工作旺盛感、同事间隐性知识共享影响员工创造力的作用机制进行研究。通过对384位企业全职员工的调查数据进行统计分析,结果表明:上级发展性反馈对工作旺盛感与员工创造力均具有显著的正向影响;同事间隐性知识共享对上级发展性反馈与员工工作旺盛感的关系具有调节作用;工作旺盛感对员工创造力具有显著的正向影响;工作旺盛感在上级发展性反馈与员工创造力之间发挥部分中介作用;隐性知识共享与上级发展性反馈的互补性调节作用会通过工作旺盛感进一步影响员工创造力。

In the organizational context of positively empowering and activating individuals,it is not clear about the mechanism how supervisor developmental feedback（SDF） influences employees’ creativity（EC）. Breaking through the limitations of passive or adaptive perspective,this paper discusses how SDF influences thriving at work（TW） and EC,as well as the moderating role of tacit knowledge sharing among colleague（TKS）,according to leadership theory of creativity and＂Integrative Model of Human Growth at Work＂. Based on 384 valid questionnaires,we find that SDF has significant positive influence on both TW and EC; TKS positively moderates the impact of SDF on TW; TW has significant positive influence on EC;TW plays a partial mediation role between SDF and EC; and the moderating effect of TKS between SDF and TW will lead to EC through the mediation of TW.