知识型员工创造性问题解决的驱动机制研究

The driving mechanism for knowledge workers’ creative problem solving

创造性的问题解决成为员工自我价值实现、组织革新和持续发展的前提及不竭动力,何以提升员工创造性问题解决在组织管理领域显得尤为紧迫和重要。本研究基于目标设置理论构建一个条件过程模型,旨在全新地刻画探析感知到的自我效能通过何种机制和约束条件影响知识型员工创造性问题解决。2个时点283份有效结构化问卷数据分析结果表明:感知到的自我效能对创造性问题解决有着正向的影响作用,工作投入在感知到的自我效能与员工创造性问题解决的关系间起中介作用,任务清晰度在感知到的自我效能和员工创造性问题解决之间的关系中起调节作用。本研究结果不仅从理论上丰富和延伸了创造性问题解决的形成过程及其驱动机制,也从问题解决的视角为实务界提供了相关管理实践启示。

Creative problem-solving becomes the premise and inexhaustible motive force for the realization of organizational innovation and sustainable development of employees’ self-value, how to improve employee creative problem solving is particularly urgent and important in the field of organizational management. Based on the theory of goal setting, this study constructs a conditional process model, aiming to depict and analyze in a new way the mechanisms and constraints of perceived self-efficacy that affect employees’ creative problem-solving. The data analysis results of 283 valid structured questionnaires at two time points show that: perceived self-efficacy has a positive effect on creative problem-solving, job involvement mediates the relationship between perceived self-efficacy and employee creative problem-solving, task clarity moderates the relationship between perceived self-efficacy and employee creative problem-solving. The results of this study not only theoretically enrich and extend the research on the relationship between perceived self-efficacy work engagement and creative problem-solving, it is helpful to understand the formation process and intervention mechanism of creative problem-solving, but also provides some enlightenment for the practical field from the perspective of problem-solving.