摘要
寻求反馈能帮助个体获取认知与情感资源,进而促进员工创新。但寻求不同性质的反馈能否通过获取矛盾性评价引发思维的深层演进,进而激发越轨创新还有待探索。基于社会信息加工理论,探讨寻求反馈性质对越轨创新行为的作用机制。结果表明:①寻求正、负向反馈均能通过自我反思激发越轨创新,且相较于“低正向寻求—低负向寻求”,“高正向寻求—高负向寻求”对自我反思的影响更为显著;②角色宽度自我效能正向调节寻求负向反馈与自我反思间关系;③角色宽度自我效能和创新资源结构性紧张的交互显著调节寻求正、负向反馈与自我反思间关系。
In the new era of rapid development of the digital economy,the positive impact of innovation is self-evident.However,due to constraints on organizational innovation resources,only a limited number of ideas are permitted to be put into practice.In this context,some employees may take informal steps to continue their innovative practices privately,which is called creative deviance behavior.With the view that creative deviance can help enterprises break the innovation bottleneck,the discussion on its driving factors has quickly become the current research hotspot.There has been research on the antecedents of creative deviance,mainly focusing on three aspects:individual,leadership and organization.From the individual level,it focuses on exploring the role of static factors such as personality traits and proposes that the abundance of individual resources is the premise of achieving creative deviance,while few studies pay attention to the role of dynamic positive behaviors.Thus,this study proposes that feedback seeking,as an important means for individuals to self-regulate and promote innovation,is an important antecedent of creative deviance.In addition,feedback seeking to ultimately match the essence of organizational performance goals can also play a positive role in solving the problem that creative deviance may impede the development of enterprises.Furthermore,the existing research on feedback seeking and innovation behaviors are mostly from the cognitive and emotional perspectives,and it remains to be explored whether feedback seeking of different natures(implying listening to both sides)can trigger the deep evolution of thinking(implying being enlightened)and stimulate creative deviance by obtaining contradictory evaluation.Therefore,following the theory of social information processing,this study introduces self-reflection as a mediating variable to explore the internal mechanism between feedback seeking behavior of different natures and creative deviance.Then,considering the key roles of individual characteristics and situational factors,role breadth self-efficacy and structural strain of creative resources are introduced as moderator variables to improve the theoretical model.Two empirical studies are carried out to verify the theoretical model,and the results show that(1)both positive and negative feedback seeking can stimulate creative deviance through self-reflection.Compared to"low positive seeking-low negative seeking","high positive seeking-high negative seeking"has a more significant impact on self-reflection;(2)role breadth self-efficacy positively moderates the relationship between seeking negative feedback and self-reflection;(3)the interaction between role breadth self-efficacy and structural strain of creative resources significantly moderates the relationship between positive and negative feedback seeking and self-reflection.The theoretical contributions and innovations of this study can be reflected in the following three aspects.First,this study integrates feedback seeking into the research framework of creative deviance,which not only enriches the antecedents of creative deviance,but also provides a new solution for the current academic debate on the"positive or evil"influence of creative deviance from the perspective of positive behavior.Second,from the perspective of deep thinking evolution,this study introduces self-reflection as a mediator variable,which helps to open the"black box"between feedback seeking and creative deviance,and expands the research on the"transmission"effectiveness of self-reflection in the fields of organization and human resource management.Finally,the joint mechanism of role breadth self-efficacy and structural strain of creative resources is introduced to enrich the understanding of the boundary effect affecting employees'feedback seeking and self-reflection.At the same time,it clarifies under what circumstances,individuals with high role breadth self-efficacy can trigger the deep evolution of thinking through obtaining high-quality feedback,and therefore promotes innovation behavior beyond the conventional.Future research could further explore the moderating variables that influence the relationship between employee feedback seeking and self-reflection from the standpoints of leaders and coworkers.
作者
王宁
刘瑶瑶
刘伟
张谦
于玲玲
Wang Ning;Liu Yaoyao;Liu Wei;Zhang Qian;Yu Lingling(School of Management,Xi'an Polytechnic University,Xi'an 710048,China;School of Management,Xi'an Jiaotong University,Xi'an 710049,China;International Business School of Shaanxi Normal University,Xi'an 710062,China;School of Management,Shandong Technology and Business University,Yan'tai 264005,China)
出处
《科技进步与对策》
CSSCI
北大核心
2024年第12期128-140,共13页
Science & Technology Progress and Policy
基金
国家自然科学基金青年项目(71702141)
国家社会科学基金项目(20BGL054)
教育部人文社会科学规划基金项目(23YJA630097)
新型智库项目(23JT014)
陕西省社会科学基金年度项目(2023P030,2021R032)。
关键词
寻求反馈
自我反思
越轨创新
角色宽度自我效能
创新资源结构性紧张
Feedback Seeking
Self-reflection
Creative Deviance
Role Breadth Self-efficacy
Structural Strain of Creative Resources
