摘要
本研究以资源保存理论为切入点,研究价值观异致性对创新绩效的影响机制,即价值观异致性产生创新绩效的理论边界条件。基于329名员工样本进行多层回归分析,建立并验证价值观异致性、支持性组织氛围、反馈寻求行为和自我决定感影响创新绩效的被中介的调节作用模型。结果显示,尽管价值观异致性负向预测创新绩效水平;然而支持性组织氛围和反馈寻求行为负向调节价值观异致性和创新绩效的关系;同时支持性组织氛围和反馈寻求行为对两者关系的调节效应以自我决定感为完全中介。
Based on the conservation of resources theory,a meditated moderating model has been constructed. This model has been tested by the survey conducted among 329 employees using moderated path analysis. The results show that：（ 1） value incongruence has significantly predicted creative performance negatively;（ 2） supportive organizational climate and feedback-seeking behavior have moderated the negative relationship between value incongruence and creative performance;（ 3） self-determination satisfaction has fully mediated the moderating effect of supportive climate and performance feedback on the relationship between value incongruence and creative performance.
出处
《预测》
CSSCI
北大核心
2015年第2期14-21,共8页
Forecasting
基金
高等学校博士学科点专项科研基金资助项目(20130201110020)
国家社会科学基金资助项目(10BGL002)
关键词
资源保存理论
价值观异致性
支持性组织氛围
反馈寻求行为
自我决定感
conservation of resources
value incongruence
supportive organizational climate
feedback-seeking behavior
self-determination satisfaction
