摘要
基于组织支持理论和自我决定理论,构建组织创新支持感、主管自主支持感、二元工作激情与员工创造力关系模型,检验工作激情的"光明面"、"黑暗面"及其联合作用对支持感与员工创造力的调节效应。结果表明,组织创新支持感、主管自主支持感均对员工创造力有显著正向影响;强迫型工作激情正向调节主管自主支持感与员工创造力之间的关系;和谐型和强迫型工作激情联合正向调节两种类型支持感与员工创造力之间的关系,即当和谐型和强迫型工作激情"双高"时,支持感对员工创造力影响最大。研究表明,只有同时从营造外部环境与增强员工内部动机着手,才能最大限度地提升员工创造力。
Based on the theories of organizational support and self-determination,the paper constructs a joint moderating model of perceived organizational for creativity、perceived supervisory autonomy support、dualistic work passion and employee's creativity.It checks the work passion "bright side", "dark side" and its joint moderating effect on perceived support and employee creativity.658 employees' data show that perceived support for creativity and perceived supervisory autonomy support have significant positive impact on employee creativity;obsessive work passion positively moderating the relationship of perceived supervisory autonomy support and employee creativity;dualistic work passion joint positively moderating the relationship of perceived support and employee creativity.it means,when harmonious and obsessive work passion "double high",the perceived support impact on employee creativity greatest.
出处
《科技进步与对策》
CSSCI
北大核心
2018年第4期100-109,共10页
Science & Technology Progress and Policy
基金
教育部青年基金项目(13YJC790190)
国家社会科学基金项目(16BGL97)
四川省教育厅重点项目(18ASO199)
四川农业大学社科联重点项目(2017ZD05)
关键词
组织创新%主管自
和谐型工作激情
强迫型工作激情
员工创造力
Perceived Organizational for Creativity
Perceived Supervisory Autonomy Support
Harmonious Work Passion
Obsessive Work Passion
Employee Creativity
