领导底线心智对新生代员工创造力的影响：一个有调节的中介模型

领导底线心智在工作场所中的破坏性影响逐渐受到学者和管理者关注。基于创造力成分理论和自我决定理论，从个体层次、动机视角探究领导底线心智对新生代员工创造力的作用机制和边界条件。对629份新生代员工问卷数据进行分析，结果证实：领导底线心智对新生代员工创造力具有显著负向影响；职场精神力在领导底线心智与新生代员工创造力间发挥部分中介作用；独立型自我建构负向调节领导底线心智与职场精神力间关系，并增强职场精神力的中介作用；个人—组织价值观匹配正向调节领导底线心智与职场精神力间关系，并弱化职场精神力的中介作用。

The Effect of Supervisor Bottom-line Mentality on the Creativity of the New Generation Employees: A Moderated Mediation Model

Nowadays, the dynamic change of market environment drives enterprises to improve the innovation ability to meet the challenges. Employees are the main body of enterprise innovation, especially the new generation employees with strong curiosity, unique personality and high initiative personality, so the research on their creativity has attracted much attention. Numerous studies have explored the impact of organizational factors such as various types of leadership on individual creativity, but few scholars pay attention to the role of supervisor thinking mode. In the highly competitive business environment, it is related to the survival and development of the organization of how to ensure “bottom line” (such as profits) which the supervisors in the organization focus on. At present, there are few achievements on how the supervisor bottom-line mentality affects employees' creativity. Relevant studies have discussed the inhibitory effect of group bottom-line mentality on group creativity, and revealed the theoretical relationship between bottom-line mentality and creativity. However, they are from the perspective of group level and psychological safety, and pay insufficient attention to individual level and individual motivation process. Different conclusions may be drawn from different research levels and angles. Under the influence of the supervisor bottom-line mentality,this study explores whether the new generation employees are more creative when asked to focus on a single bottom line. Therefore, in response to the call of relevant scholars, according to the creativity component theory and self-determination theory, this study takes the spiritual motivation of workplace spirituality into the researchasthe mediator to explore the mechanism of the influence of supervisor bottom-line mentality on the creativity of the new generation employees. Furthermore, trait activation theory and individual-circumstance matching theory propose that individual personality characteristics and the matching between individual and organization will affect the effectiveness of leadership. Combined with the growth characteristics of the new generation employees, this paper selects the independent self-construal and person-organization value fit of the new generation employees as the moderators and the boundary conditions of the influence process to solve the above research problems.#br#　In this study, the convenience sampling method and snowball sampling method are used to collect the data of the new generation employees. Except the demographic information, other variables adopt Likert 5-point scale. A total of 712 initial data are collected. After deleting personal information inconsistent with the definition of the new generation employees and the data with a filling time less than 2 minutes, obvious logical errors and missing contents, 629 valid questionnaires are left. Finally, SPSS and its plug-ins PROCESSS and Amos are used to analyze the data to verify the hypothesis of this study.#br#The results show that the supervisor bottom-line mentality has a significant negative impact on the creativity of new generation employees. Workplace spirituality plays a mediating role between the supervisor bottom-line mentality and the creativity of new generation employees. Independent self-construal negatively moderates the relationship between supervisor bottom-line mentality and workplace spirituality, and enhances the mediating role of workplace spirituality. Personal-organization value fit positively moderates the relationship between supervisor bottom-line mentality and workplace spirituality, and weakens the mediating role of workplace spirituality with a moderating mediating effect.#br#This study contributes to the research on the supervisor bottom-line mentality from 3 ways. First it centers around the creativity of the new generation employees,and enriches its outcome variables, and expands the research content, level and object of the supervisor bottom-line mentality. Second, this study selects the typical supervisor thinking mode-supervisor bottom-line mentality as the independent variable and the workplace spirituality as the mediator to clarify the mechanism of its influence on the creativity of the new generation employees, which not only provides a novel perspective for promoting employees’ creativity, but also responded to the call of relevant scholars to explore the stimulating effect of various spiritual forces on creativity in the organization. Third, in the framework of self-determination theory, this paper further discusses the moderating role of independent self-construal and person-organization value fit, and provides evidence for effectively clarifying the boundary conditions of the influence of supervisor bottom-line mentality on the creativity of the new generation employees. The suggestions for the management of organizations and supervisors are as follows. The organization should take measures to curb the negative impact of the supervisor bottom-line mentality. Supervisors should stimulate the spirituality of the new generation employees in the workplace through positive behavior strategies, reduce the independent self-construal tendency of the new generation employees and strengthen their sense of cooperationand recruit new generation employees who agree with organizational values.#br#