“持续在线”的连通行为如何激发员工创造力——一个双路径模型

How does the“Continuous Online”Connectivity Behavior Stimulate Employee Creativity:A Dual-path Model

移动通信技术的发展使得非工作时间工作连通行为越来越普遍。文章基于工作要求—资源模型,突破以往单一视角的局限,探索在个体不同意愿情况下,即主动性/被动性工作连通行为对员工创造力的影响及作用机制。以346名企业员工为调查对象进行实证检验,结果表明:主动性/被动性工作连通行为分别对员工创造力起正向与负向作用;工作繁荣和情绪耗竭在主动性/被动性工作连通行为与员工创造力间起部分中介作用;组织支持正向调节主动性工作连通行为与工作繁荣的关系并负向调节被动性工作连通行为与情绪耗竭的关系;组织支持不仅调节了主动性工作连通行为通过工作繁荣影响员工创造力的间接效应,还调节了被动性工作连通行为通过情绪耗竭影响员工创造力的间接效应。

With the development of mobile communication technology,non working time work connectivity behavior is becoming more and more common.Based on the work requirement—resource model,this paper breaks through the limitations of the previous single perspective,and explores the impact and mechanism of active/passive work connectivity behavior on employees'creativity under different individual intentions.Data are collected from 346 employees.The empirical results show that active/passive work connectivity behavior has positive and negative effects on employee creativity respectively;job prosperity and emotional exhaustion play a partial mediating role between active/passive job connectivity behavior and employee creativity;organizational support positively moderates the relationship between active job connectivity and job prosperity,and negatively moderates the relationship between passive job connectivity and emotional exhaustion;organizational support not only moderates the indirect effect of active work connectivity on employees'creativity through work prosperity,but also moderates the indirect effect of passive work connectivity on employees'creativity through emotional exhaustion.