不同激励偏好下创新奖励对研发人员创新行为的影响——自我决定与特质激活理论整合视角

The Effect of Creativity-Contingent Rewards on R&D Employees’ Innovative Behavior with the Different Motivational Preference——the Integration of Self-determination Theory and Trait Activation Theory

基于自我决定理论与特质激活理论整合观点,构建以激励偏好为调节变量、创新自我效能感为中介变量的研究框架,探讨创新奖励对创新行为的影响机制及边界条件。研究表明:创新奖励对创新行为有显著正向影响,创新自我效能感部分中介创新奖励对创新行为的影响;在创新奖励强情境中,内激励偏好、外激励偏好分别正向调节创新奖励对创新自我效能感的影响,且正向调节创新奖励通过创新自我效能感影响创新行为的中介作用。研究揭示了当研发人员普遍认为创新工作内在激励不足时,在不同激励偏好下创新奖励是如何影响创新行为的,并有助于完善创新奖励制度以促进研发人员创新行为。

Based on the integration of self-determination theory and trait activation theory,the research framework was constructed with motivational preference as a moderator,creative self-efficacy as a mediator to explore how the creativity-contingent rewards affect innovative behavior and the boundary conditions.The results showed:creativity-contingent rewards had significant positive effects on innovative behavior,creative self-efficacy played a partial mediating effect in the impact of creativity-contingent rewards on innovative behavior;with the strong situation of creativity-contingent rewards,internal motivational preference and external motivational preference separately and positively moderated the relationship between creativity-contingent rewards and creative self-efficacy,and moderated the mediating effect of creativity-contingent rewards on innovative behavior via creative self-efficacy.The study revealed how creativity-contingent rewards influenced innovative behavior in the different motivational preference with the R&D employees generally regarding their innovative jobs were lack of intrinsic motivation.The results were also helpful to improving the creativity-contingent rewards system for motivating the R&D employees'innovative behavior.