自我反思与员工创造力:被调节的中介作用

基于社会认知理论、创造力成分理论和自我肯定理论,本文构建了一个被调节的中介作用模型,探讨自我反思、个体智力资本、感知面子威胁与员工激进/温和创造力之间的关系。结果表明:自我反思对个体智力资本及员工激进/温和创造力均具有正向影响;个体智力资本在自我反思和员工激进/温和创造力之间发挥部分中介作用;感知面子威胁调节上述中介作用(Ⅰ阶段)。最后,提出相应建议:企业可通过培育自我反思氛围、提升员工个体智力资本、消除员工感知面子威胁等方式提高员工创造力水平。

Based on the theory of social cognition,the theory of creative composition and the theory of self-affirmation,this paper built a moderated mediation model to test the relationships among self-reflection,individual intellectual capital,perceived face threat,and employees' radical/incremental creativity.Results showed that self-reflection has positive effects on individual intellectual capital and employee radical/incremental creativity;individual intellectual capital partially mediates the effect of self-reflection on employee radical/incremental creativity;and perceived face threat regulates the above intermediary role (Stage I).Finally,it suggested that enterprises could improve employee creativity by nurturing an atmosphere of self-reflection,developing employee intellectual capital,and building up a desirable climate that encourages individuals to take risks without perceived face threat.