生涯适应力对员工创新绩效的影响——状态乐观与不确定性接受的中介效应

How the Career Adaptability Influencing the Employees' Creative Performance——The Mediated Role of State Optimism and Uncertainty Acceptance

生涯适应力相近的员工为何有着截然不同的创新绩效?以生涯建构理论和情境力量理论为基础,以科技型企业员工为研究对象,基于207组配对数据实证探究生涯适应力影响员工创新绩效的内在传导机制。研究发现,生涯适应力越强的员工创新绩效越高,状态越乐观的员工往往不确定性接受程度越高,状态乐观和不确定性接受在生涯适应力与员工创新绩效之间发挥链式中介作用。状态乐观差异和不确定性接受程度差异不仅在一定程度上回答了生涯适应力相近的员工为何创新绩效显著不同的问题,而且为企业管理者解决员工生涯适应力提升问题提供了理论支持。

Why does the employees＇ creative performance be more different to those people who have the similar career adaptabilities？ Based on the theories of career construction and context power this paper analyzes the mechanism of career adaptability influencing the employees＇ creative performance with the help of 207 batteries data which come from the employees in the science and technology enterprises. The results show that the employees who have the stronger career adapt- abilities tend to have the higher creative performance,and the employees who are more optimistic tend to be more uncertainty acceptance, and the state optimism and uncertainty acceptance play a chained mediated role between the career adaptability and the employeesr creative performance. The difference of state optimism and uncertainty acceptance can explain the difference of the creative performance to those employees who have similar career adaptabilities to a certain extent. It also supplies a theories support for those managers who are facing the dilemma of developing their employees＇ career adaptabilities or not.