摘要
面对市场环境动态性和危机加剧,如何通过差异化危机应对策略激发员工创新,成为构建可持续竞争优势的重要议题。以两阶段匹配的769份问卷为样本,基于JD-R模型,结合人格特质理论和知识基础观探究危机经历对员工双元创新的非线性影响机理。研究表明,员工危机经历与员工双元创新呈倒U型关系,危机经历过高或过低均不利于员工双元创新;伴随危机经历水平提高,员工工作旺盛力先升后降,促使员工内外部知识搜寻交替,推动员工渐进式创新和突破式创新交替;当危机经历水平过高时,员工工作旺盛力下降,导致员工内外部知识搜寻和双元创新水平均下降。此外,高成长需求强度会强化中低水平危机经历对员工双元创新的积极作用,同时弱化高危机经历对员工双元创新的消极作用。
In the VUCA era,crisis events occur frequently.They disrupt employees'work routines,bring risks and challenges while also creating opportunities and spaces for innovation.This challenges the survival and development of both employees and organizations.Employees'dual innovation is of great significance in this context.By deeply developing and utilizing existing knowledge,employees can achieve incremental innovation to maintain short-term survival.By acquiring new knowledge and skills,they can pursue breakthrough innovation to promote long-term development.These two innovation approaches help them quickly adapt to a turbulent and changing environment.Most studies focus on the linear relationship between crisis events and employee behavior.Crisis events,however,can have a dual effect on employees.They can both motivate employees to surpass themselves and enhance their innovative capabilities,and can also become the"last straw"that breaks the camel's back.Therefore,the impact of crisis events on employee behavior may not be a simple linear relationship.The inverted U-shaped relationship provides a possible explanatory framework for revealing the complex relationship between employees'crisis experiences and dual innovation.Thus,studying the conditions under which employees'crisis experiences can promote or inhibit dual innovation is crucial for guiding employees to timely transform threats into growth opportunities under pressure and challenges.In this study,the questionnaire was designed using a well-established scale and was meticulously adapted through a rigorous translation and back-translation process.A 7-point Likert scale was employed to measure the constructs.The questionnaire was administered at two time points,with a three-month interval between them.After matching the responses,a total of 769 valid questionnaires were obtained.The sample comprised employees from over 30 organizations located in various Chinese cities and provinces,including Shanghai,Beijing,Guangdong,Zhejiang,and Sichuan.These organizations represent a diverse range of industries,such as manufacturing,finance,service industries,and science and technology innovation sectors.Grounded in the job demands-resources(JD-R)model and integrating the knowledge-based view and personality trait theory,this study examines the different configurations of job demands and job resources across varying levels of crisis experience.Specifically,it explores how these configurations influence employee innovation.To test the hypothesized mechanisms,statistical analyses were conducted using SPSS 26.0 and Mplus 8.3 software.The results of the study show that the employees'crisis experiences have an inverted U-shaped relationship with employees'dual innovation.Both excessively high and excessively low levels of crisis experienced by employees are detrimental to their dual innovation.As employees'crisis experiences increase,employees'thriving at work first rises and then falls.This leads to an alternating change in employees'internal and external knowledge search,and further promotes the alternating dominance of employees'incremental innovation and radical innovation.When the levels of crisis experienced are excessively high,employees'thriving at work will decline.Consequently,both their internal and external knowledge search and their dual innovation will decrease.Moreover,high growth need strength will enhance the positive impact of low-to-medium-levels of crisis experiences on employees'dual innovation,while weakening the negative effect of an excessively levels of crisis experiences on it.The study results clarify the differential impact of employees'crisis experiences on employees'dual innovation and its underlying mechanism.In the research,individual differences in employee traits are fully taken into account,and the crucial role of employees'growth need strength in the nonlinear relationship between crisis experiences and employees'dual innovation is explored.This non-linear perspective enriches the theoretical research on how crisis experiences influence employees'dual innovation.Meanwhile,this study provides practical guidance for organizations and managers to adopt a dialectical view of crises.It suggests that they can strategically guide employees to balance internal and external knowledge search at different levels of crisis experience.In this way,they can promote employee dual innovation and ensure the sustainable development of the organization.
作者
谭春平
张新如
Tan Chunping;Zhang Xinru(School of Economics and Management,Lanzhou University of Technology,Lanzhou 730050,China)
出处
《科技进步与对策》
北大核心
2025年第24期150-160,共11页
Science & Technology Progress and Policy
基金
国家自然科学基金面上项目(72372063)
甘肃省软科学基金项目(22JR4ZA087)。
关键词
危机经历
双元创新
知识基础观
工作旺盛力
知识搜寻
成长需求强度
Crisis Experiences
Dual Innovation
Knowledge-Based View
Thriving at Work
Knowledge Search
Growth Need Strength
