组织支持感与员工创造力——相对组织支持感和情感承诺的影响

从自我提升视角出发，基于社会比较理论与社会交换理论，分析组织支持感影响员工创造力的过程机制，相对组织支持感的调节作用以及情感承诺与创造力之间的曲线关系。基于458份企业员工与主管的配对样本，研究结果表明：相对组织支持感显著正向调节了组织支持感与情感承诺之间的关系，情感承诺与员工创造力呈显著的倒U型关系，情感承诺在组织支持感与创造力关系之间起到了瞬时中介作用。研究结果拓展了对组织支持感的影响机制及其边界条件的分析，深化了情感承诺与员工创造力关系的检验。

The Relationship between Perceived Organizational Support and Employee Creativity-The Effects of Relative Perceived Organizational Support and Affective Commitment

Although perceived organizational support has been viewed to be an important antecedent of employee creativity, the extant findings are inconsistency. Based mainly on the self-enhancement perspective, social comparison, and social exchange theory, this article explicated the influencing processes of perceived organizational support on employee creativity, empirically tested the moderating role of relative perceived organizational support, and the nonlinear relationship between affective commitment and employee creativity. Using a sample from 458 supervisor-subordinate dyads, the results showed that relative perceived organizational support significantly moderated the relationship between perceived organizational support and employee creativity, the relationship between affective commitment and employee creativity is inverted U-shaped, and there is an instantaneous indirect effect of perceived organizational support on creativity via affective commitment. These furthered the mechanisms underlying the perceived organizational support and its boundary conditions, and deepened the analysis between affective commitment and employee creativity.