组织授权与前瞻性人格对员工创造性绩效的交互影响

基于自我决定理论，运用实证分析法对281份有效问卷进行层级回归，考察组织授权对员工创造性绩效的作用机制。结果表明:①组织授权正向预测员工创造性绩效；②心理需要满足在组织授权对创造性绩效影响中起部分中介作用；③前瞻性人格以心理需要满足为部分中介调节组织授权与创造性绩效的关系。由此得出，要有效提高员工创造性绩效，管理者不仅要思考组织授权的“度”，还应密切关注员工人格特质及心理变化。研究结论为企业创新能力提升提供了全新的理论视角，可为企业以人格特质为依据进行人才选拔、培养及晋升提供参考。

The Interaction Impact of Organization Empowerment and Proactive Personality on Employees' Creative Performance

This study uses self determination theory as a theoretical basis, empirically analyzes the mechanism of organization empowerment on employee creative performance. The results show that: The organization empowerment can positively predict the creative performance of the employees; The intrinsic need satisfaction plays a partial mediaton role between the relationship of organization empowerment and creative performance. The proactive personality mediates the relationship between organization empowerment and creative performance via intrinsic need satisfaction. Therefore, in order to effectively improve the creative performance of employees, managers must not only consider the degree of organization empowerment, but also pay close attention to their personality traits and psychological changes. This research provides a new theoretical perspective for the improvement of enterprise innovation ability, and provides a theoretical basis for talent selection, training and promotion based on personality traits.