上级发展性反馈与员工创造性工作卷入:基于自我概念理论视角

Supervisor Developmental Feedback and Employee Creative Work Involvement:A Self-Concept Theory Perspective

员工创造性工作卷入是推动组织创新的关键之一。目前,学界对创造性工作卷入的潜在诱因和形成机制的认识还不够深入。基于自我概念理论,探究了上级发展性反馈对员工创造性工作卷入的影响机制,并分别检验了领导认同的中介作用及创新自我效能感的调节作用。对1087份企业员工的数据进行回归分析,结果表明:上级发展性反馈对员工创造性工作卷入具有显著正向影响;领导认同在上级发展性反馈与员工创造性工作卷入之间起部分中介作用;创新自我效能感正向调节领导认同与员工创造性工作卷入的关系,以及领导认同在上级发展性反馈与员工创造性工作卷入之间的中介作用。本研究丰富了领导因素对员工创造性工作卷入的影响效应研究,同时为组织提升创新能力提供启示。

The employee creative work involvement is an important factor in promoting organizational innovation.At present,the research on the potential inducement and formation mechanism of creative work involvement is poorly understood.Based on the self-concept theory,this paper explores the effect of supervisor developmental feedback on employee creative work involvement as well as the mediating role of leader identification and the moderating role of creative self-efficacy in the above relationship.Basing on a sample of 1087 employee data,this study found that supervisor developmental feedback has a significant positive impact on employee creative work involvement.Leader identification plays a partial mediating role in the relationship between supervisor developmental feedback and employee creative work involvement.Furthermore,creative self-efficacy positively moderates the relationship between leader identification and employee creative work involvement as well as the mediating effect of the leader identification on the relationship between supervisor developmental feedback and employee creative work involvement.The results of this study not only enrich the relevant research on the leadership and employee creative work involvement,but also provide practical guidance for organizations to improve their creativity.