組織創(chuàng)新氛圍對(duì)員工創(chuàng)新行為的影響_創(chuàng)新自我效能感的中介作用_

1、 主題文章 自我效能感研究忽視集體行為研究這一缺陷，對(duì)集體效 能概 念進(jìn)行了系統(tǒng) 地理論整合和闡釋，進(jìn) 一步擴(kuò)展了其 自我效能理論的內(nèi)涵。目前，企業(yè)管理研究領(lǐng)域中的集 體效能感的研究還相對(duì)較少，在企業(yè)技術(shù)創(chuàng)新活動(dòng)領(lǐng)域 的集體效能感研究更是少之又少。后續(xù)的研究，可以在 本研究的基礎(chǔ)上， 將本研究的理論框架拓展到集體層次， 探討組織創(chuàng)新氛圍、集體層次的創(chuàng)新自我效能感和團(tuán)隊(duì) 及其成 員創(chuàng)新行為的關(guān)系，這 對(duì)于企業(yè)技術(shù)創(chuàng)新管理實(shí) 踐也具 有重要的借鑒意義。 12 Bandura, A., Adams, N. E., Beyer, J. Cognitive Processes Mediating Beh

2、avioral Change. Journal of Personality and Social Psychology, 1977, 35(3: 125-139. 13 班杜拉 . 思想和行動(dòng)的社會(huì)基礎(chǔ) （上、下冊(cè)）. 上海 : 華東師 范大學(xué)出版社 , 2001. 14 路風(fēng) . 自主創(chuàng)新需要勇氣 . 決策與信息 , 2006, 6: 15-19. 15 路風(fēng) . 走向自主創(chuàng)新 , 尋求中國(guó)力量的源泉 . 桂林 : 廣西師范 大學(xué)出版社 , 2006. 16 薛靖 , 任子平 . 從社會(huì)網(wǎng)絡(luò)角度探討個(gè)人外部關(guān)系資源與創(chuàng)新 行為關(guān)系的實(shí)證研究 . 管理世界 , 2006, 5: 150-15

3、1. 17 路琳 , 常河山 . 目標(biāo)導(dǎo)向?qū)€(gè)體創(chuàng)新行為的影響研究 . 研究與 發(fā)展管理 , 2007, 19(6: 44-51. 18 張文勤 , 石金濤 . 研發(fā)主管目標(biāo)取向?qū)?chuàng)新氣氛與創(chuàng)新行為的 影響 . 科學(xué)學(xué)研究 , 2009, 27(3: 459-465. 19 袁勇志 . 中國(guó)企業(yè)家創(chuàng)新行為障礙 . 管理世界 , 2002, 5: 143144. 20 李順才 , 李偉 , 王蘇丹 . 企業(yè)家先驗(yàn)知識(shí)、創(chuàng)新認(rèn)知與創(chuàng)新力 關(guān)系研究 關(guān)于企業(yè)家創(chuàng)新行為的理論分析框架 . 科學(xué)學(xué) 與科學(xué)技術(shù)管理 , 2008, 5: 174-178. 21 Zhou, J., George, J. M

4、. When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice. Academy of Management Journal, 2001, 44(4: 682-696. 22 Kleysen, F. R., Street, C. T. Toward a Multi-dimensional Measure of Individual Innovative Behavior. Journal of Intellectual Capital, 2001, 3(2: 284-296. 23 黃致凱

5、. 組織創(chuàng)新氣候知覺、個(gè)人創(chuàng)新行為、自我效能知覺 與問題解決型態(tài)關(guān)系之研究 以銀行業(yè)為研究對(duì)象 . 中山 大學(xué) （中國(guó)臺(tái)灣）碩士論文 , 2004. 24 盧小君 , 張國(guó)梁 . 工作動(dòng)機(jī)對(duì)個(gè)人創(chuàng)新行為的影響研究 . 軟科 學(xué) , 2007, 21(6: 124-127. 25 謝荷鋒 , 馬慶國(guó) . 組織氛圍對(duì)員工非正式知識(shí)分享的影響 . 科 學(xué)學(xué)研究 , 2007, 25(2: 306-311. 26 陳維豪 . 創(chuàng)造與創(chuàng)新氛圍主要測(cè)量工具述評(píng) . 中國(guó)軟科學(xué)， 2007, 3: 86-95. 27 Litwin, G. G., Stringer, R. A. Motivation and

6、 Organizational Climate. Boston: Harvard University Press, 1968. 28 James, L. R., Jones A. P. Organizational Climate: A Review of Theory and Research. Psychological Bulletin, 1974, 81(12: 1096-1112. 29 Amabile, T. M., Gryskiewicz N. The Creative Environment Scales: The Work Environment Inventory. Cr

7、eativity Research Journal, 1989, 2(4: 231-254. 30 邱皓政 . 組織環(huán)境與創(chuàng)新行為 組織創(chuàng)新量表的發(fā)展與創(chuàng) 新指標(biāo)的建立 （從科技產(chǎn)業(yè)到政府機(jī)構(gòu)）. 臺(tái)灣 “行政院”科 學(xué)委員會(huì)專題研究計(jì)劃成果報(bào)告 , 2002. 南開管理評(píng)論 2010 年 13 卷 , 第 1期第 3 0 -41 頁(yè) 參考文獻(xiàn) 1 Amabile, T. M. A Model of Creativity and Innovation In Organizations, In B. M. Staw & L. L. Cummings (Eds. Research in O

8、rganizational Behavior, 1988, 10: 123-167. Greenwich, CT: JAI Press. 2 Larry, C. Organizational Climates for Creativity. Academy of Management Journal, 1965, 8(3: 220-227. 3 Amabile T. M., Conti R., Con, H., Lazenby, J., Herron, M. Assessing the Work Environment for Creativity. Academy of Management

9、 Journal, 1996, 39(5: 1154-l184. 4 Scott, S. G., Bruce, R. A. Determinants of Innovative Behavior: A Path Model of Individual in the Workplace. Academy of Management Journal, 1994, 37(3: 580-607. 5 Ford, C. A Theory of Individual Creative Action in Multiple Social Domains. Academy of Management Revi

10、ew, 1996, 21(4: 1112-1142. 6 Shalley, C. E. Effects of Productivity Goals, Creativity Goals, and Personal Discretion on Individual Creativity. Journal of Applied Psychology, 1991, 76(22: 179-185. 7 Shaley, C. E. Effects of Co Action, Expected Evaluation, and Goal Setting on Creativity and Productivi

11、ty. Academy of Management Journal, 1995, 38(2: 483-503. 8 Shalley, C. E., Oldham, G. R. Competition and Creative Performance: Effects of Competitor Presence and Visibility. Creativity Research Journal, 1997, 10(4: 337-345. 9 Shalley, C. E., Gilson, L. L., Blum, T. C. Matching Creativity Requirements

12、 and the Work Environment: Effects on Satisfaction and Intention to Leave. Academy of Management Journal, 2000, 43(2: 215-223. 10 Jin NamChoi. Individual and Contextual Predictors of Creative Performance: The Mediating Role of Psychological Processes. Creativity Research Journal, 2004, 16(2: 187-199

13、. 11 Bandura, A., Adams, N. E. Self-ef ficacy: Toward a Unifying Theory of Behavioral Change. Psychological Review, 1977, 84(2: 191-215. 40 主題文章 31 班杜拉 . 自我效能 : 控制的實(shí)施 （上、下冊(cè)）. 上海 : 華東師范 大學(xué)出版社 , 2003. 32 郭本禹 , 姜飛月 . 自我效能理論及其應(yīng)用 . 上海 : 上海教育出 版社 , 2008. 33 Tierney, P., Farmer, S. Creative Self-ef ficacy:

14、 Its Potential Antecedents and Relationship to Creative Performance. Academy of Management Review, 2002, 45(6: 1137-1148. 34 Amabile, T. M., Conti R. Changes in the Work Environment for Creativity during Downsizing. Academy of Management Journal, 1999, 42(6: 630-640. 35 Gilson, L. L., Shalley, C. E.

15、 A Little Creativity Goes a Long way: An Examination of Teams Engagement in Creative Processes. Journal of Management, 2004, 30(4: 453-470. 36 蔡啟通 , 高泉登 . 動(dòng)機(jī)取向、組織創(chuàng)新環(huán)境與員工創(chuàng)新行為之 關(guān)系 : Amabile 動(dòng)機(jī)綜效模型之驗(yàn)證 . 管理學(xué)報(bào) （中國(guó)臺(tái)灣）, 2004, 5. 37 薛玉品 . 個(gè)人創(chuàng)新的影響因素分析 : 從創(chuàng)造力人格、主管領(lǐng)導(dǎo) 型態(tài)與組織創(chuàng)新環(huán)境的觀點(diǎn)探討 . 廈門大學(xué)博士學(xué)位論文 , 2007. 38 Staj

16、kovic, A. D., Luthans, F. Self-ef ficacy and Work Related Performance: A Meta-analysis. Psychological Bulletin, 1998, 124(22: 40-261. 39 Gist. E., Mitchell. E. Self-ef ficacy: A Theoretical Analysis of its Determinants and Malleability. Academy of Management Review, 1992, 17(2: 183-211. 40 Taylor, K

17、. M., Popma, J. An Examination of The Relationships Among Career Decision-making Self-ef ficacy, Career Salience, locus of Control, and Vocational Indecision. Journal of Vocational Behavior, 1990, 37(1: 17-31. 41 Locke, E. A., Frederick, E., Lee, C., Bobko, P. Effect of Selfef ficacy, Goals and Task

18、 Strategies on Task Performance. Journal of Applied Psychology, 1984, 69(22: 241-251. 42 Beghetto A. Creative Self-ef ficacy: Correlates in Middle and Secondary Students. Creativity Research Journal, 2006, 18(4: 447-457. 43 Tierney, P., Farmer, S. The Pygmalion Process and Employee Creativity. Journ

19、al of Management, 2004, 30(3: 413-432. 44 陳維政 , 李金平 . 組織氣候研究回顧及展望 . 外國(guó)經(jīng)濟(jì)與管理 , 2005, 27(8: 18-25. 45 Carmeli, A., Schaubroeck, J. The Influence of Leaders and Other Referents Normative Expectation on Individual Involvement in Creative Work. The Leadership Quarterly, 2007, 18: 35-48. 46 Podsakoff, P.,

20、 Organ, D. Self Reports in Organizational Leader Reward and Punishment Behavior and Research: Problems and Prospects. Journal of Management, 1986, 12(4: 531-544. Nankai Business Review 2010, Vol. 13, No. 1, pp 3 0 -41 作者簡(jiǎn)介 顧遠(yuǎn)東，南京工業(yè)大學(xué)經(jīng)濟(jì)管理學(xué)院講師、博士，研究方 向?yàn)閯?chuàng)新管理與人力資源管理 ； 彭紀(jì)生，南京大學(xué)商學(xué)院教授、博士 生導(dǎo)師，研究方向?yàn)槿肆Y源管理與技術(shù)

21、知識(shí)管理 The Effect of Organizational Creative Climate on Employees Creative Behavior: The Moderating Effect of Creative Self-efficacy Gu Yuandong1, Peng Jisheng2 1. School of Economics & Management Nanjing University of Technology; 2 School of Business, Nanjing University Abstract “How to stimulate

22、 employees creative behavior” has been one of the hottest topics of current Human Resources Management and Innovation Management. This study attempts answer this question from two perspectives, organizational creative climate and creative self-efficacy. Using the data from 478 employees, we test the

23、 relationship among organizational creative climate, creative self-efficacy and employee creative behavior. The contents and results of this study include three aspects. First, we test the relationship between organizational creative climate and employees creative behavior through empirical research

24、 under Chinese cultural context. The five factors of organizational creative climate, job freedom, organizational support, group cooperation, growth in learning, ability to play, all have significant effect on the two factors of employees creative behavior, the employees behavior that bringing creat

25、ive thought and the employees behavior that performing creative thought. Second, basing on social cognitive theory, we test the relationship between creative self-efficacy and employees creative behavior through empirical research. This study verifies the results of Tierney & Farmer research under Chinese cultural context. And the strongest effective path is “creative self-efficacy the employees behavior about bringing creative thought the employees behavior about performing creative thought” and the effective path coefficie