基于自我一致性理论视角的员工创造力产生机制研究

Core Self-evaluation and Employee Creativity:A Perspective Based on the Self-consistent Theory

员工的创造力不仅来自于个体积极的自我认知,也受益于组织中的人际互动。基于自我一致性理论视角,本研究建构了一个被中介的调节模型,探讨核心自我评价对员工创造力的影响机制。采用来自国内某大型企业集团77个工作团队中的上司及其295名下属员工为样本,使用Mplus软件进行了多层次路径系数分析。实证结果表明:(1)核心自我评价正向影响员工创造力;(2)创新过程投入在核心自我评价与员工创造力之间起到了中介作用;(3)工作社会支持调节了核心自我评价与创新过程投入以及与员工创造力之间的正向关系,即工作社会支持水平越高,核心自我评价对创新过程投入以及员工创造力的促进作用越强;(4)创新过程投入中介了核心自我评价与工作社会支持之间的交互作用对员工创造力的正向影响。研究结果对企业的人力资源管理实践提供了有益的启示。

Employee creativity not only comes from individuals’positive self-evaluation but also benefits from the interpersonal interaction in the organization.Based on self-consistent theory,this paper constructs a mediated moderation model to explore the mechanism of how core self-evaluation influences employee creativity.The hypothesis test is conducted with leaders from 77 work teams of large domestic enterprise groups and their 295 subordinates as samples.In line with our hypotheses,the path analysis results reveal that:(1)Core self-evaluation has a significant positive influence on employee creativity.(2)Creative process engagement plays a significant mediated role between core self-evaluation and employee creativity.(3)Job social support significantly moderates the positive relationships between core self-evaluation and creative process engagement as well as employee creativity such that they are stronger for subordinates who receive high job social support than for those who receive low one.(4)Creative process engagement mediates the interactive effect of core self-evaluation and job social support on employee creativity.The theoretical and managerial implications of the findings,limitations and future research directions are discussed.