组织创新重视感与员工创新:员工创新期待与创新人格的作用

Perceived Organizational Valuing of Creativity and Employee Creativity:The Effects of Employees’ Self-expectations for Creativity and Creative Personality

本研究选取2家高新技术企业的员工及其直接领导作为研究对象,共调查了186组上下级配对数据,分布在61个团队。研究探讨了员工感知到的组织对创新的重视对员工创新行为的积极影响,员工自我创新期待在其间的中介作用,以及员工创新人格在第二阶段对于员工创新期待与员工创新行为间关系的调节作用。结果表明:(1)组织创新重视感正向影响员工创新行为。(2)员工自我创新期待中介组织创新重视感与员工创新行为之间的关系。(3)员工创新人格调节员工自我创新期待对员工创新行为的影响;相比低创新人格的员工,员工自我创新期待对高创新人格员工的创新行为影响更大。(4)员工创新人格调节上述间接关系(结果 2),当员工的创新人格高时,组织创新重视感通过员工自我创新期待对员工创新产生的积极作用更强。

Taking employees and their immediate supervisors in 2 high-tech enterprises as the sample,this study investigates a total of186 pairs of superiors and subordinates dataset in 61 teams. We discuss the positive influence that the perceived organizational valuing of creativity has on employee creativity,explore the mediating effect of employees’ self-expectations for creativity,and then examine the moderating effect of employees’ creative personality on the relationship between the self-expectations for creativity and the creative behaviors. The results show that:( 1) The perceived organizational valuing of creativity has positive effect on employee creativity.( 2)There lies a mediating effect of employees’ self-expectations for creativity between perceived organizational valuing of creativity and employee creativity.( 3) Employees’ creative personality moderates the relationship between employees’ self-expectations for creativity and employee creative behaviors;employees’ self-expectation for creativity has a stronger effect on employee creative behaviors among employees with higher creative personality and vice versa.( 4) Employees’ creative personality moderates the indirect relation above( result2),when an employee has higher creative personality,perceived organizational valuing of creativity has stronger positive effect on employee creative behaviors through employee self-expectations for creativity.