悖论思维对创造力的“过犹不及”效应研究

悖论思维帮助个体发现对立事物间的联系,有利于创造性想法或创意的生成,但过高水平的悖论思维极易导致认知过载,使个体无暇顾及需要想象力和灵感的创造性活动。基于"过犹不及效应",本文提出悖论思维对员工创造力产生非线性影响。同时,根据能力-动机-机会(AMO)的理论框架,探索个人学习能力在这一关系中的中介作用,以及领导调节聚焦行为的调节作用。本文认为:悖论思维与员工创造力呈倒U型关系,个人学习能力在上述关系中起中介传导作用,领导促进型聚焦行为强化了变量间的间接关系,而领导防御型聚焦行为削弱了变量间的间接关系。通过对313名员工的三阶段调查分析,数据支持了本研究提出的假设。虽然适度的悖论思维有助于员工提升学习能力,但过度的悖论思维反而会降低员工学习效率进而削弱员工创造力,领导调节聚焦行为决定了员工是否能完成学习能力到创造力的转化。研究结论为员工创造力的影响因素研究提供了新思路,引导企业通过甄选员工和调整领导行为来激发员工创造力。     

心理集体主义、换位思考与员工创造力的关系:挑战性压力的交互作用

科技型企业员工创造力成为企业家和学者们越来越关注的一个话题。结合挑战性压力情景因素,分别探讨了心理集体主义和换位思考对科技型企业员工创造力的影响。实证结果表明,心理集体主义(换位思考)与挑战性压力对员工创造力存在交互影响。具体来说,高挑战性压力—低心理集体主义(换位思考)或者低挑战性压力—高心理集体主义(换位思考)的组合形式对员工创造力的影响效果较好。高挑战性压力—高心理集体主义(换位思考)或者低挑战性压力—低心理集体主义(换位思考)的组合形式对创造力的影响效果较差。     

When and why does transformational leadership influence employee creativity? The roles of personal control and creative personality

This study develops and tests a model of the underlying mechanisms linking transformational leadership and employee creativity using a sample of 240 matched middle‐level manager and front‐line supervisor dyads from a large foreign joint‐venture company in China. We propose that personal control and employee creative personality serve as a unique psychological mechanism and an important boundary condition to simultaneously influence the relationship between transformational leadership and employee creativity. Results of moderated‐mediation analyses provided support for our conceptual model, showing that transformational leadership was positively related to personal control, which also had a positive impact on employee creativity. Furthermore, creative personality was found to moderate the relationship between transformational leadership and personal control, which in turn, mediated the joint effect on employee creativity. Findings of this study provide insights into the research on leadership development and work design in HRM, which can inform human resource managers to design effective strategies and systems that can increase employees' creativity.     

The role of reward omission in empowering leadership and employee outcomes: A moderated mediation model

In this study, we examined the relationships between empowering leadership employee outcomes (creativity and job performance) and the mediating (voice behaviour and taking charge) and moderating (reward omission) variables in these relationships. Our theoretical model was tested using the data collected from 197 full‐time employees and 32 supervisors. Analyses of the multisource data indicated that empowering leadership is linked to subordinates' job performance and creativity through subordinates' taking charge and voice behaviour as intermediate variables. However, the indirect relationship exists only when leaders display high levels of reward omission. Our research addressed a specific gap in understanding the boundary conditions for empowering leadership to be effective. We conclude with theoretical and practical implications of our findings as well as future research directions.     

Personality and the creativity of frontline service employees: linear and curvilinear effects

Abstract

Previous studies have investigated the relationship between the Five-Factor model of personality and creativity. As this model has been criticised for providing a limited account of an individual’s personality, this study considers additional personality traits that have recently been investigated in the literature as determinants of employee behaviour. Moreover, we also contribute to the existing body of literature by conducting this study in a service setting, for which we predict personality traits will exert differentiated effects on creativity when compared to other settings. Finally, while past research has focused on linear effects, this study examines the existence of non-linear effects between personality and creativity. The results indicate that personality traits apart from the Five-Factor model have an impact on creativity and that the effects of several personality traits on the creativity of frontline service employees differ from those obtained in other settings. Lastly, the findings also show that five of the personality traits have non-linear effects on creativity, and this may be a stimulus for a new stream of research in the human resources literature.     

Leader creativity expectations motivate employee creativity: a moderated mediation examination

This study presents a moderated mediation model of leader creativity expectations to investigate the effects of leader creativity expectations on employee creativity. Using matched data from 255 employees and their supervisors in the R&D center of an automotive company in China, we found that creative self-efficacy mediated the positive relationship between leader creativity expectations and employee creativity. By integrating social cognitive theory and the interactionist perspective, we further identified job involvement and job autonomy as personal and situational moderators in the relationship between leader creativity expectations and employee creative self-efficacy. As the level of job involvement and job autonomy rose, the relationship between leader creativity expectations and employee creative self-efficacy was stronger. Furthermore, we also found job involvement served as a moderator in the mediational chain for the path from leader creativity expectations to employee creativity via creative self-efficacy. We discuss the theoretical contributions and practical implications for human resource management.     

Fostering green product innovation through green entrepreneurial orientation: The roles of employee green creativity,green role identity,and organizational transactive memory system

Developing new green products is critical to an organization's achievement of sustainable goals as well as competitive advantage. This study aims to unravel the mechanisms through which organizations with green entrepreneurial orientation (green EO) can foster green product innovation. The dataset for testing these mechanisms was garnered from employees and managers who worked in manufacturing firms based in an Asia-Pacific market. Through a multilevel analysis of the data, the study revealed the positive nexus between organizational green EO and green product innovation. The results of the study further lent credence to employee green creativity as a mediation path for such a relationship. Furthermore, employee green role identity and organizational transactive memory system were found to fortify the linkage between green EO and employee green creativity. These results suggest to organizations how to optimally translate their green entrepreneurial strategy into new green products that met customer preferences and societal expectations.     

Inside the black box of high-growth firms in a crisis-hit economy: corporate strategy,employee human capital and R&D capabilities

In an attempt to open the black box of high-growth firms within turbulent economic environments, this paper explores the role of corporate strategy, employee human capital and R&D capabilities in achieving exceptional growth performance in a crisis-hit economy. Relative and absolute growth measures based on both employment and sales are computed utilizing survey data on 1500 firms in the midst of the Greek crisis. Our findings indicate that adopting a geographical diversification strategy significantly increases the likelihood of becoming a fast-growing firm, irrespective of the growth metric used. Entering in diverse product markets and taking advantage of R&D capabilities appear to additionally contribute to relative employment change in HGFs of smaller size. Based on the absolute employment growth indicator, we provide some evidence that HGFs of larger size are able to grow fast through product diversification, acquiring other firms or by investing on training low-skilled employees. Nevertheless, hiring already highly educated persons seems to matter only for sales HGFs, while research collaborations are found to negatively affect the probability of growing fast in terms of sales.

     

Understanding employee preferences for investing in employer stock: evidence from France

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.     

Creativity and social alienation: the costs of being creative

Although creativity is a widely praised merit, the psychological costs that an employee may pay for being creative are less examined. The present study advances the research paradigm on the dark side of creativity by focusing on the negative psychological state (social alienation) of creative employees. By building on the studies on the homophily principle and on the cultural perspective of creativity, we investigated why creative employees are more likely to experience social alienation. Drawing on the social capital theory, we point out that social alienation of creative employees depends on their networking ability and harmony enhancement motive. A two-wave survey among 311 employees from 59 Chinese organizations supported the hypotheses. Implications of the findings are discussed for creativity and alienation literature as well as management practice.     

复杂环境下员工主动性行为及其驱动研究

复杂环境下的员工主动性行为正成为管理学者关注的新焦点。本文在介绍员工主动性行为概念与结构维度的基础上,剖析了员工主动性行为对于复杂环境下的组织的重要价值,并结合所提出的员工主动性行为驱动的整合模型,详细分析了个体特征、组织背景以及个体内部认知——情感因素对于员工主动性行为的驱动机制。最后指出了员工主动性行为的未来研究方向。     

Too much of a good thing: The interactive effects of cultural values and core job characteristics on hindrance stressors and employee performance outcomes

This study contributes to research on core job characteristics by examining when employees may perceive enriched jobs as a hindrance stressor and in turn may experience lower performance at work. Utilizing time-lagged data collected from a sample of 386 employee–coworker dyads and drawing on cognitive appraisal theory of stress and coping, we explore the mediating role of hindrance stressors on the relationship between core job characteristics and key employee performance outcomes (i.e., creativity, counterproductive work behaviors, in-role performance, and organizational citizenship behaviors) and the moderating roles of cultural values (i.e., power distance and uncertainty avoidance) in influencing this mediation. The results supported the hypotheses, providing evidence that the experience of hindrance stressors mediates the relationship between core job characteristics and job performance outcomes when employees score high on power distance and uncertainty avoidance cultural values, and not when their scores on these cultural values were low. Practical implications and future research are discussed.     

Does structuring of human resource management processes enhance employee creativity? The mediating role of psychological availability

In this study, we develop a theoretical conceptualization and an operational definition of structuring of human resource management (HRM) processes and examine how this structuring enables employee creativity at work. Analyzing the data collected from employees and their managers in knowledge‐intensive workplace settings, we examine a mediation model that suggests that the relationship between structuring of HRM processes and employee creativity is best explained in terms of the intervening variables of perceived uncertainty, stress, and psychological availability. Results suggest that structuring of HRM processes is negatively associated with perceived uncertainty and stress. These perceptions produce a sense of psychological availability, which in turn enhances employee creativity. This study offers new insights about diagnosing the level of structuring of HRM processes and the ways managers and HR directors facilitate its implementation in their organization. © 2010 Wiley Periodicals, Inc.     

前瞻性人格对员工变革行为的影响:组织公平气氛的调节效应

角色外行为可以分为归属性行为和挑战性行为两类。员工变革行为属于挑战性角色外行为。学术界重点关注员工变革行为的影响因素和形成机制。关于员工变革行为的影响因素,以往学者主要从个体和环境两个层面来分析。文章着重探讨前瞻性人格(个体因素)、组织公平气氛(环境因素)分别对员工变革行为的影响,以及环境因素在个体因素与员工变革行为之间的跨层次调节效应;关于控制变量的分析结论表明,任职年限、职务级别、教育程度等人口学变量对变革行为具有显著影响;关于主效应的分析结论表明,前瞻性人格正向影响员工变革行为,组织公平气氛也正向影响员工变革行为;关于交互效应的分析结论表明,组织公平气氛正向调节前瞻性人格对变革行为的影响。     

Exploring the Role of IT in the Front-End of Innovation: An Empirical Study of IT-Enabled Creative Behavior

The front-end of innovation (FEI) is critical for successful innovation in contemporary organizations. Employee creativity, or creative behavior, is at the heart of the FEI and it encompasses three activities: idea generation, idea elaboration, and idea championing. Information technology (IT) can play an important role in enabling these activities but extant research has focused primarily on IT-enabled idea generation. This paper complements the extant research by examining the entire set of activities that compose FEI. Specifically, we develop a model that examines IT-enabled idea generation, IT-enabled elaboration and IT-enabled championing, and that, grounded in the componential theory of creativity, analyzes their key drivers. An empirical study establishes the applicability of the model. The paper contributes to IS research and practice by shedding light on the tripartite role that organizational IT can play in employee creativity, and it serves as a springboard for future research.     

Work curiosity: A new lens for understanding employee creativity

Curiosity has long been recognized as the driving force behind individuals' exploratory drive, learning behavior, and willingness to embrace novelty. It is generally believed that the exploratory spirit of a curious mind can enhance the individual's imagination and cognitive capability for creative ideation. But there has been surprisingly little work to clarify the relationship between curiosity and creativity. Moreover, existing research commonly oversimplifies the operationalization of human curiosity. From a pluralist view of curiosity, this paper leverages insights from psychological research to explain how curiosity can be applied in the organizational context and help to better understand employee creativity. We draw upon several seminal theories on curiosity and motivation and explore the effects of organizational context and individual differences on employees' work curiosity. We furthermore elucidate how work curiosity leads to employee creativity by affecting the cognitive processes and psychological states. Implications for future research are discussed.     

Crafting job demands and employee creativity: A diary study

People are more creative on some days than others. Studying how individuals generate creative ideas from day to day could contribute to knowledge regarding the causes of such within-person variations and have practical implications for improving employee creativity across time. By adopting a dynamic resource allocation perspective and a repeated-measure diary design, we developed and examined a theoretical model focusing on the within-person processes of employee creativity. Specifically, we hypothesized that momentary role-breadth self-efficacy predicts daily changes in increasing job challenges, which, in turn, predicts daily changes in employee creativity, and that the latter relationship is accentuated by decreasing hindering demands. Results, based on 818 pairs of matched morning–afternoon observations from 91 employees over 10 workdays, provided support for our predictions. We discuss the theoretical and practical implications of these results for improving employee daily creativity.     

Social entrepreneurship: towards conceptualisation

The marketing in strategy dialogue and the emerging marketing/entrepreneurship interface paradigm stress the need for marketers to research entrepreneurship. Social entrepreneur‐ship, the entrepreneurship leading to the establishment of new social enterprises and the continued innovation in existing ones, is much discussed but little understood and given the increasing importance of such organisations should be addressed. This paper conceptualises social entrepreneurship as a multidimensional construct involving the expression of entrepreneurially virtuous behaviour to achieve the social mission, a coherent unity of purpose and action in the face of moral complexity, the ability to recognise social value‐creating opportunities and key decision‐making characteristics of innovativeness, proactiveness and risk‐taking. The paper discusses implications for policy and practice and concludes with a consideration of theoretical issues and directions for future research. Copyright © 2003 Henry Stewart Publications     

项目教学法在电子专业教学中的应用探讨

电子教学的特点是以实践为基础,培养学生的动手能力和创造能力,尤其当今越来越大的就业压力,对于职业院校学生,传统的灌输、讲授等教学方法显露出各种缺陷,已不能满足现代教学的要求。所以,我们开始寻找最新的、更为适用的教学方法,项目教学法是一种以学生自主探索为基础,采用科学研究及实践方法,促进学生主动接受知识的教学方式。本文在理论方面阐述项目教学法的特点、概念等,结合建构主义的基本原理和重要概念,分析了建构主义可以应用于电子教学中所带来的优势。     

基于企业文化视角的知识员工激励研究

本文从分析知识员工的含义、特点和核心需求以及企业文化的概念、构成及作用入手,从企业文化的视角,研究构建良性有效的知识员工激励机制,提出了以企业文化来激励知识员工的思路和具体设计方法,从而激发知识员工的创造力。