摘要
将自我决定理论和情境理论相结合,构建了一个在员工参与氛围下的跨层次第一阶段被调节的中介模型,以探讨员工调节定向、工作旺盛感与个体创新的关系。通过收集87个团队主管和361份团队成员的问卷调查数据来进行实证研究,研究结果表明:工作旺盛感和个体创新正相关;工作旺盛感在调节定向和个体创新之间起到完全中介作用:通过工作旺盛感,促进定向可以对个体创新起到积极作用,预防定向则与个体创新负相关;员工参与氛围是一个重要的情境因素,它对促进定向与个体创新的关系以及对促进定向通过工作旺盛感来影响个体创新的间接效应均具有跨层次的正向调节作用。
Innovation is affected by multiple factors such as individuals,groups,and organizations.By integrating self-determination theory and situational theory,this paper builds a model of cross-level and first staged moderated mediation of employee involvement climate to research the relationships among regulatory focus,thriving at work,and employee innovation.The empirical result of questionnaire data from work teams consisting of 87 immediate managers and 361 team members shows that:(1)Factors at the individual level(promotion focus)and team level(employee involvement climate)can indirectly improve innovation through thriving at work;(2)Through thriving at work,prevention focus has negative effect on individual innovation;(3)In a work team with a stronger employee involvement climate,the role of promotion focus improving thriving at work and indirectly promoting individual innovation through thriving at work will be significantly strengthened.This paper mainly has the following theoretical contributions:Firstly,this paper conducts an empirical research on the effects of regulatory focus and employee involvement climate on innovation,which is rare in domestic research.Taking a cross-level research method to understand the impact of the interaction between personal characteristics and work situation on individual innovation,it also extends the self-regulation theory from two aspects:(1)to improve individual innovation,employees can use self-regulation in work situations to coordinate the psychological state of thriving at work;(2)the combination of organization and individual to enhance thriving at work.The results show that work environment with a strong employee involvement climate can enable employees with promotion focus to obtain a sense of self-determination and freedom from organizational constraints and pressures to meet the basic needs of the work,thereby enhancing thriving at work and individual innovation.Secondly,this paper studies the mechanism of regulatory focus to affect innovation:because of the differe
作者
秦佳良
张玉臣
Qin Jialiang;Zhang Yuchen(Business School,University of Shanghai for Science and Technology,Shanghai 200093,China;School of Economics and Management,Tongji University,Shanghai 200092,China)
出处
《科研管理》
CSSCI
CSCD
北大核心
2020年第7期159-168,共10页
Science Research Management
基金
国家科技部创新方法工作专项项目:“湖南省企业科协联合会中小企业创新方法推广示范应用”(2017IM050100,2017.01—2020.12)
教育部人文社会科学研究青年基金项目:“创新驱动情境下新员工悖论内涵结构、动态演化及领导干预策略研究”(20YJC630042,2020.03—2022.03)
上海高校青年教师培养资助计划项目:“在线教学环境下的学生内在动机和参与度研究——以上海高校工商管理专业本科生为例”(ZZslg20017,2020.01—2021.12)
上海理工大学博士启动费项目:“调节定向与个体创新的关系研究”(BSQD202003,2020.05—2022.05)。
关键词
调节定向
促进定向
预防定向
工作旺盛感
个体创新
员工参与氛围
regulatory focus
promotion focus
prevention focus
thriving at work
employee innovation
employee involvement climate
