创意越轨行为对创造力的影响:领导反馈调节与创新自我效能感的中介作用

The Influence of Creative Deviant Behavior to Creativity: Moderating Effect of Leadership Feedback and the Mediating Effect of Creative Self-Efficacy

如何正确处理员工未被实施的创意,达到既能激发其创造力,又能使组织资源发挥其最大效能的目的,是领导者关注的重要议题。整合自我决定理论、领导与成员交换关系理论,探究研发团队成员创意越轨行为对其创造力的作用,以及领导反馈行为与个体创新自我效能感交互对两者关系的影响。结果显示:创意越轨行为对个体创造力有显著正向影响;创新自我效能感在创意越轨行为与创造力之间起正向调节效应。领导反馈的3种行为在创意越轨行为与创造力之间的跨层次调节效应有所差异,创新自我效能部分中介领导反馈对两者关系的调节效应。研究结论不仅为个人及领导在创意失败后采取何种应对策略提供了理论依据,而且为营造创意产生的支持氛围提供了新的思维模式。

How to correctly handle the unimplemented ideas of employees is an important topic for leaders. Because it can stimulate their creativity and maximize the effectiveness of organizational resources. Basing on integrating self-determination theory and LMX theory, this paper explores the relationship between R&D team members’ creative deviant behavior and their creativity, and the influence of leadership feedback behavior on the relationship between them. The results show that creative deviant behavior has a significant positive impact on individual creativity. Innovative self-efficacy has a positive moderating effect on the relationship between creative deviant behavior and creativity. The three types of leadership feedback have different cross-level moderating effects between creative deviance behavior and creativity. Innovative self-efficacy partially mediates the moderating effect of leadership feedback on the relationship between them. The conclusion of the paper not only provides a theoretical basis for individuals and leaders to cope with the failure of creativity, but also provides a new mode of thinking on how to create a supportive atmosphere for creativity.