变革型企业首席执行官(CEO)对员工创意行为的影响——基于契合与认同视角的分析

Impact of Transformational CEOs on Employees Creative Behavior: Analysis Based on Perspective of Fit and Identity

企业在技术创新竞争中的绝对竞争优势主要是依靠和激发内部创新型员工的创意行为,"吸引—选择—磨合—转化"(ASAT)框架要较"吸引—选择—磨合"(ASA)框架能更为完整地解释员工与环境的互动过程。运用Mplus7构建结构方程模型,应用成熟量表对640个创意产业的创意设计师进行问卷调查,构建变革型CEO、员工-领导契合、员工-组织契合、领导认同、组织认同及员工创意行为的关系模型。结构方程的数据分析结果显示:变革型CEO会显著促进员工的创意行为,且其对员工的影响要通过个人与环境的互动才能实现;变革型CEO的教育程度对员工的创意行为有显著正向影响,而其年龄对员工的创意行为有显著负向影响;ASAT框架不论是从部分还是从整体路径上均会对变革型CEO与员工创意行为的关系产生中介的链接作用。因此,ASAT框架模型不仅可以为未来人与环境互动相关研究提供理论支持和方向指引,而且在某种程度上可以厘清从组织层面到个体层面的渗透契合过程。研究结论对促进员工创意行为实践的启示为:CEO领导者既要注重员工-领导契合、组织契合,又要注重契合度如何影响员工态度的转化,从而促进企业增强技术创新能力。

The absolute competitive advantage of enterprises in technical innovation competition is mainly to rely on and stimulate the creative behavior of internal innovative employees, the "attraction- selection-attritiontransformation " (ASAT) framework can explain the interaction process between employees and the environment more completely than the "attraction-selection-attrition" (ASA) framework. Applying Mplus7 to construct structural equation model and mature scale to survey 640 creative designers in creative industries, this paper constructs the relationship model of transformational CEOs, person-supervisor fit, person-organization fit, supervisor identity, and employee creative behavior. The results show that the transformational CEOs can significantly promote the creative behavior of employees, and its impact on employees can only be achieved through personal and environmental interaction;the education level of transformational CEOs has a significant positive effect on the creative behavior of employees, while their age has a significant negative effect on the creative behavior of employees;ASAT framework can mediate and link the relationship between transformational CEOs and employees creative behavior in both partial and overall ways. Therefore, the ASAT framework model can not only provide theoretical support and direction guidance for future studies on human-environment interaction, but also clarify the process of infiltration from the organizational level to the individual level to some extent. The implications of the research findings for the promotion of employee creative behavior practice are as follows: CEO leaders should not only pay attention to person-supervisor fit and organizational fit, but also pay attention to how fit affects the transformation of employee attitude, so as to promote the enterprise to enhance the ability of technical innovation.