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在创新驱动发展的今天,为保护员工弥足珍贵的自我创造空间,个性化工作协议成了越来越重要的工作范式。已有研究基于自我决定理论揭示个性化工作协议促进个体创造力,但忽视了缺乏组织约束下可能带来的潜在消极影响。文章从创造蕴含的高失败风险特性和个性化工作协议潜在的身份认同特性出发,基于自我归类理论,由自我归类过程的"自我提升"和"减少不确定性"两大动机引入个性化工作协议和上级发展性反馈,构建了一个有调节的中介模型,探讨个性化工作协议对员工创造力的影响机制。通过区间估计Bootstrap法以及Johnson-Neyman法对325个有效样本进行假设检验,结果表明:个性化工作协议正向影响员工创造力;内部人身份认知发挥中介作用;上级发展性反馈正向调节内部人身份认知在个性化工作协议与员工创造力之间的中介作用。文章拓展了个性化工作协议的研究视角,表明它不仅仅是一种工作时的协议,还蕴含着高度的情感连带与主体互动,这为组织实施个性化工作协议提供了理论基础和实践启示。
Abstract：In today's creativity driven development, in order to protect employees' precious space of self creation, idiosyncratic deals have become an increasingly important work paradigm. Based on self-determination theory, some studies have revealed that idiosyncratic deals promote individual creativity, but ignored the potential negative effects of the lack of organizational constraints. Starting from the high risk failure of creativity and the potential identity of idiosyncratic deals, based on self-categorization theory, this paper introduces idiosyncratic deals and supervisor developmental feedback from the two motivations of "self enhancement" and "uncertainty reduction" in the process of self categorization, and constructs a moderated mediating model to explore the impact of idiosyncratic deals on creativity. The interval estimation bootstrap method and Johnson Neyman method are used to test the hypothesis of 325 valid samples. The results show that: idiosyncratic deals have a significant positive correlation with creativity; perceived insider status mediates the relationship between idiosyncratic deals and creativity; supervisor developmental feedback moderates the relationship between idiosyncratic deals and perceived insider status, and further moderates the mediating effect of perceived insider status. The research expands the perspective of idiosyncratic deals, indicating that it is not only a work agreement, but also contains a high degree of affective interaction with the main body, which provides theoretical basis and practical inspiration for the implementation of idiosyncratic deals.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2020.05.002
中图分类号:F272.92
引用信息:
[1]马君,樊子立,闫嘉妮.个性化工作协议如何影响创造力?——基于自我归类理论的被调节中介模型[J].商业经济与管理,2020,No.343(05):22-33.DOI:10.14134/j.cnki.cn33-1336/f.2020.05.002.
基金信息:
国家自然科学基金项目“创新团队的领导时间统筹与员工同步配合的动态协同机制研究”(71872111);; 教育部人文社会科学研究规划基金项目“地盘意识对跨界团队创造力磨合的影响机理研究”(16YJA630036)
2020-05-15
2020-05-15