新生代员工人格与创造力关系研究

An Analysis of Relationship Between Personalities and Creativity of New Generation Employee

本研究以自我决定理论(Self-determination theory)为基础,分析了新生代员工(即所谓的"80后"、"90后"员工)的工作连结在主动性人格与员工创造力之间、在自恋型人格与员工创造力之间的中介作用,通过在2个时间点发放问卷,最终收到来自15家企业的204份有效配对问卷。实证结果表明,新生代员工主动性人格与工作连结显著正相关,而自恋型人格与工作连结显著负相关,工作连结与员工创造力显著正相关,工作连结在上述2种关系中的中介作用均成立。

At present,the New Generation Employees has become the main force of human resources in Chinese enterprises.Because of their unique growth environment,the New Generation Employees show different characteristics from the previous generations.On one hand,the New Generation Employees is more willing to pursue an independent and free life style,often considered lack of teamwork spirit and organizational loyalty,which may bring management problems to enterprises.On the other hand,China’s economic development has entered a"New Normal"stage,and the industrial structure is being optimized and upgraded.The rapid development of the Information Era,which is characterized by artificial intelligence,big data and sharing economy,has brought obstacles to the development of traditional industries.Therefore,exploring the management practice of New Generation Employees has become a hot topic for scholars.According to the theory of self-determination,we constructed a mediation model to explore the intermediary mechanism of advice tie between the relationship between proactive personality and employee creativity,as well as the relationship between narcissistic personality and employee creativity.To test the theoretical hypothesis,we collected data from 15 companies at two time points.At time point 1,we collected demographic variables for the New Generation Employees,as well as data like ownership,the primary business,company size,and the size of the department,and the questionnaires measuring proactive personality and narcissistic personality.Two months later,we collected data of advice tie and creativity.In order to reduce common method bias,the direct supervisors were invited to evaluate their subordinate’creativity.By deleting incomplete questionnaires and the questionnaires with the same answer,204 valid questionnaires were received.Before hypothesis testing,we conducted the correlation analysis between variables and analyzed the model fit.The result verified the good model fit and existence of correlations.By conducting regression analysis,the empirical results showed that the proactive personality of the New Generation Employees was significantly positively related to advice tie,while narcissistic personality was significantly negatively correlated with advice tie,and advice tie was significantly positively related with employee creativity.The mediating effect of advice tie on the relationship between proactive personality and creativity,as well as on the relationship between narcissistic personality and creativity,were verified.This work makes contributions from three aspects.First,the conclusions enrich the theoretical research of the New Generation Employees.Paying attention to the role of work connection between proactive personality and employee creativity,as well as narcissistic personality and employee creativity,which provides a new direction for the study of coworker relationship in China,and explains the influencing factors of New Generation Employees creativity from the perspective of proactive personality,narcissistic personality and advice tie.Secondly,the conclusion of the study gives a new interpretation of self-determination theory.Based on the Self-determination Theory,from the perspectives of intrinsic motivation and extrinsic motivation,this work contrasts relationships between proactive personality and advice tie,narcissistic personality and advice tie.Thirdly,this work extends the application of social network method in the field of organization and management.By using the nomination generation method,the number of advice tie in the New Generation of Employee is obtained,rather than using the Likert scale,which helps to obtain more accurate workplace connection information.This work also provides three aspects of managerial implications.Firstly,leaders should pay attention to characteristics of the New Generation of Employee,so as to be discernable and train them according to their aptitudes when recruiting and training them.Secondly,leaders should encourage communication among colleagues,which can help promote the creativity of the New Generation of Employee.Thirdly,the New Generation Employees should have a better understanding of themselves,adjust their working status and promote their career development.