摘要
以往有关反馈对创造力的研究仍未得到一致的研究结论,其作用机制仍待进一步探索中。文章基于习得性无助理论和经验学习理论,引入习得性无助作为中介变量、失败学习行为作为调节变量,构建一个有中介的调节模型,系统探讨了绩效反馈对创造力的作用机制。通过325名员工的样本数据,发现:积极反馈会削弱员工的习得性无助;消极反馈则会引发员工的习得性无助;积极反馈通过抑制习得性无助提升员工创造力;消极反馈则通过引发习得性无助削弱员工创造力;失败学习行为负向调节绩效反馈和习得性无助的关系,同时还通过习得性无助为中介正向调节绩效反馈和创造力的关系。最后,根据研究结论提出管理实践启示和未来研究方向。
The past relevant studies on the relationship between feedback and creativity have not gained the consistent re- search conclusion, and the mechanism needs further explored. Based on the theory of learned helplessness and experience learning, the authors introduced learned helplessness as a mediation variable and learning behaviors from failures as a moder- ation variable, and built a mediated moderation model to systematically study the mechanism of the effect of performance feed- back on creativity. Through the statistical analysis on the samples of 325 employees, the authors find that ： Positive feedback weakens employees＇ learned helplessness; Negative feedback causes employees＇ learned helplessness; Positive feedback im- proves employees＇ creativity by constraining learned helplessness; Negative feedback restrains employees＇ creativity by trig- gering learned helplessness ; Learning behaviors from failures negatively moderates the relationship between performance feed- back and learned helplessness, it also positively moderates the relationship between performance feedback and creativity by regarding learned helplessness as mediation. Finally, the authors, based on the research conclusions, put forward the manage- ment practical implications and the future research directions.
出处
《华东经济管理》
CSSCI
北大核心
2016年第5期140-147,共8页
East China Economic Management
基金
教育部人文社会科学研究基金项目(09YJA630091
10YJC630178)
上海市哲学社会科学规划基金项目(2013BGL015)
关键词
积极反馈
消极反馈
习得性无助
失败学习行为
创造力
positive feedback
negative feedback
learned helplessness
learning behaviors from failures
creativity
