自我协调与员工创造力的关系研究

Abstract

研究基于自我决定理论，探讨自我协调与员工创造力的关系。运用分层线性模型，对来自不同行业83个团队449名员工的问卷数据进行分析，结果表明：1) 自我协调能有效预测员工创造力；2) 创造力自我效能感对自我协调与员工创造力的关系存在部分中介作用；3) 团队成员与领导者情感信任水平的提高，增强自我协调与创造力自我效能感、员工创造力的间接效应。探讨自我协调与员工创造力的关系可以为甄别影响员工创造力的个体因素提供理论指导。在未来的研究中可以进一步探讨自我协调等作为团队层次变量对团队创造力的影响作用，也可能存在其他重要的情境变量调节自我协调与创造力之间的关系(如团队安全氛围)。 On the basis of the self-determination theory, this study examined the relationship between the self-concordance and employee creativity. The participants involved 449 employees in 83 teams from different companies in China and the theoretical hypotheses were tested by hierarchical linear modeling. The results showed that 1) self-concordance had positive effects on employee creativity; 2) creative self-efficacy had a mediate effect between self-concordance and employee creativity; 3) affected-based trust in leader had a positive significant moderation effect between self- concordance and employee creativity. Also, affected-based trust in leader had a positive moderation role between self-concordance and creative self-efficacy. The research on the relationship between self-concordance and employee creativity can provide theoretical guidance to identify the individual factors that affect employee creativity. Finally, in the future study, we can explore self- concordance as a team variable affects team creativity. Other team variables (e.g., team security climate) may also affect the relationship between self-concordance and employee creativity.