摘要
基于特质激活理论,探讨延迟满足人格特质、绩效考核取向与员工创新行为的关系。两阶段时滞问卷调查的结果表明,延迟满足与突破性、渐进性创新行为均显著正相关;在低强度的评估性绩效考核下,延迟满足与突破性、渐进性创新行为的关系更强,即高强度评估性绩效考核会抑制延迟满足与不同创新行为的关系;在低强度发展性绩效考核条件下,延迟满足与突破性创新行为的关系更强。研究结果对创造性人格和创新管理具有重要的理论贡献和实践意义。
Based on trait-activation theory,the present study examined the relationship between delay of gratification(DOG)and innovation behaviors,as well as testing the moderating role of performance appraisal.Using a time-lagged questionnaire survey,the results indicated that:(1)DOG is positively related to radical and incremental innovation behaviors;(2)evaluative oriented performance appraisal moderates the positive relationship between DOG and innovation behaviors,such that the relationship is stronger when evaluative oriented performance appraisal is low;(3)developmental oriented performance appraisal moderates the relationship between DOG and radical innovation behaviors,such that the relationship is stronger when developmental oriented performance appraisal is low.Implications for theory and practice are discussed.
作者
刘丽丹
王忠军
Liu Lidan;Wang Zhongjun
出处
《中国人事科学》
2022年第8期81-92,共12页
Chinese Personnel Science
基金
教育部人文社科青年基金项目“科研人员延迟满足与突破性创新行为:绩效考核环境的作用研究”(编号:18YJC630098)的部分研究成果。
关键词
延迟满足
绩效考核
突破性创新行为
渐进性创新行为
delay of gratification
performance appraisal
radical innovation behavior
incremental innovation behavior
