“求深”还是“求宽”?成长型思维模式对员工双元创新行为的影响

"Deeper or Broader"?Mechanism Research on the Effect of Growth Mindset on Employees′Dual Innovation Behavior

在数字化、快节奏组织情境中,寻求反馈作为一种主动性自我调节策略对于促进员工创新行为意义重大。已有研究多聚焦于寻求反馈频率对传统创新行为的影响,较少探究寻求反馈多样性以及“求深”(寻求频率)与“求宽”(寻求多样性)组合对员工不同程度创新行为的影响。基于特质激发理论和JD-R模型构建成长型思维模式通过寻求反馈频率与多样性影响员工双元创新行为的双路径模型,剖析时间压力与团队活力交互所发挥的调节作用。研究发现:①成长型思维模式通过促进员工寻求反馈多样性推进探索式创新,通过促进员工寻求反馈频率强化利用式创新;②时间压力与团队活力交互正向调节成长型思维模式与寻求反馈频率间的关系;③时间压力与团队活力交互对成长型思维模式与寻求反馈多样性关系的调节作用不显著。

In the digital era,employees are the main body of enterprise innovation,and their dual innovation behavior has attracted much attention.Previous studies have concluded that feedback-seeking behavior can improve innovation and performance.However,most studies explore the relationship between the two from the perspective of feedback seeking frequency(seeking depth),which has weakened the effectiveness of feedback seeking and cannot fully reflect the quality of feedback seeking.In recent years,some scholars have found that feedback seeking from different sources(seeking breadth)also stimulates employees′innovative behavior,but the findings are inconsistent regarding the relationship among"seeking depth","seeking breadth"and employees′dual innovation.In addition,the development of digital technology has hindered employees′access to high-quality feedback,and some scholars and entrepreneurs have encouraged employees to develop the growth mindset in the digital era to cope with the difficulties.Therefore,this study explores the practical significance and theoretical values of the growth mindset in influencing employees′dual innovation through"seeking depth"and"seeking breadth"based on the trait activation theory.Furthermore,the theory suggests that the relationship between individual traits and their feedback seeking behavior should also take situational factors into account.Combined with the JD-R model,this study further focuses on the joint moderating role of time pressure and team viability in the aforementioned process to solve the practical and theoretical problems.In this study,a multi-temporal and multi-sample approach is used to test the theoretical model.There are 267 valid data collected from student research teams in universities.A two-stage cross-temporal survey of incumbent employees in companies is conducted to collect 223 valid data which is used to validate and extend the findings.The softwares of SPSS and Mplus are employed in the study.Moreover,the fsQCA method is used to further explore the causal relationship of the combination of"seeking depth","seeking breadth"and employees′dual innovation behaviors.It is concluded that the growth mindset has a significant positive impact on both feedback seeking breadth and frequency of employees.The growth mindset promotes exploratory innovation behavior via feedback seeking breadth and enhances exploitative innovation behavior via feedback seeking frequency.Time pressure and its interaction with team viability have a moderating effect on the relationship between the growth mindset and feedback seeking frequency,however,its moderate effect on the relationship between the growth mindset and feedback seeking breadth has not been confirmed.Employees′exploratory innovative behavior can be enhanced if both the frequency and breadth of feedback seeking are concerned.The contributions and innovations of this study are reflected in three aspects.First,this study not only focuses on the information properties of"seeking depth"and"seeking breadth",and explores their differentiated paths on employees′dual innovation behavior,but also finds that the organic combination of"seeking depth"and"seeking breadth"is an important factor in promoting employees′exploratory innovation behavior through the fsQCA method.Hence,this study responds to and expands the research on feedback seeking breadth,promotes the research on the quality of feedback seeking,and broadens the exploration of the influencing factors that stimulate employees′dual innovation behaviors.Second,this study takes an expansive consideration of the role of the growth mindset in the field of management and argues that it leads individuals to feedback seeking breadth and frequency.It not only fills the gap in previous research on the quality of feedback seeking,but also enriches the research on the value of feedback seeking.Third,given that high-quality feedback seeking,i.e.,the balance between"seeking depth"and"seeking breadth"requires sufficient time and psychological resources,this study explores the relationship between time pressure and its interaction with team viability in the growth mindset and feedback seeking breadth and frequency,which helps to remedy the deficiency that previous studies mostly used task characteristics as the moderating variables.