摘要
基于情感事件理论,引入二元工作激情模型,探讨个性化协议对员工突破性创新行为的“双刃剑”效应及边界条件。结果显示:个性化协议可以通过激发员工的和谐式激情促进其突破性创新;也可以通过诱发员工的强迫式激情抑制突破性创新;核心自我评价不仅调节了个性化协议对和谐式激情和强迫式激情的关系,还调节了和谐式激情和强迫式激情的中介作用。因此,应正确认识个性化协议,积极关注员工的工作激情并培养和塑造员工的核心自我评价。
Based on the affective event theory,this paper introduces the dualistic work passion model to explore the"double-edged sword"effect of idiosyncratic deals on employees'radical creativity behaviors and its boundary.The results show that:Idiosyncratic deals can promote radical creativity by stimulating employees'harmonious passion;It can also inhibit radical creativity by inducing employees'obsessive passion;Core self-evaluation not only moderates the relationship between idiosyncratic deals and harmonious passion and obssessive passion,but also moderates the mediating effect of harmonious passion and compulsive passion.Therefore,organization should correctly understand idiosyncratic deals,actively pay attention to the work passion of employeesand cultivate and shape the core self-evaluation of employees.
作者
马君
王晨
MA Jun;WANG Chen(School of Management,Shanghai University,Shanghai 200444,China)
出处
《技术经济与管理研究》
北大核心
2024年第5期141-146,共6页
Journal of Technical Economics & Management
基金
国家自然科学基金项目(71872111)。
关键词
个性化协议
突破性创新
和谐式激情
强迫式激情
核心自我评价
Idiosyncratic deals
Radical creativity
Harmonious passion
Obsessive passion
Core self-evaluation
