工作焦虑、工作投入与员工创造力关系研究—

摘要员工创造力是组织重要的价值活动,是影响企业创新、构建持续竞争优势的重要来源。基于工作焦虑和员工创造力构建研究框架,探讨工作投入和员工授权在解释创造力中的内在机理和边界条件,运用SPSS和AMOS对234份调查问卷进行数据分析,研究表明:工作焦虑显著负向影响员工创造力和工作投入;工作投入在工作焦虑与员工创造力关系间具有完全中介效应;员工授权在工作投入与员工创造力关系间起到正向调节作用。研究揭示了员工创造力的影响机制和边界条件,为疫情影响下的企业做好员工情绪管理、增强员工创造力提供理论视角与实践启示。

	Service

	把本文推荐给朋友
	加入我的书架
	加入引用管理器
	Email Alert
	RSS
	作者相关文章
	蒿慧杰

关键词：工作焦虑工作投入员工创造力员工授权

Abstract： Employee creativity is an important value activity of an organization and a factor that affects enterprise creativity and builds a sustainable competitive advantage. Based on job anxiety and employee creativity, a research framework was constructed to explore the internal mechanism and boundary conditions of work engagement and employee empowerment in explaining creativity. Using SPSS and AMOS to analyze data on 234 questionnaires, the study found that job anxiety has a significant negative impact on employee creativity and work engagement; work engagement has a full mediating effect on the relationship between job anxiety and employee creativity; employee empowerment plays a positive role in regulating the relationship between work engagement and employee creativity. The research reveals the influence mechanism and boundary conditions of employee creativity, and provides theoretical perspective and practical revelation for enterprises under the influence of the epidemic to do employee emotion management and enhance employee creativity.

Keywords： Job Anxiety Work Engagement Employee Creativity Employee Empowerment

收稿日期 2020-04-27; 接受日期 ;

作者简介: 蒿慧杰(1968— ),男,河南中牟人,博士研究生,主要从事政府治理与绩效评估研究。

引用本文:

蒿慧杰.工作焦虑、工作投入与员工创造力关系研究——员工授权的调节作用[J]. 经济经纬, 2020,4: 133-141

HAO Huijie.Research on Job Anxiety, Work Engagement and Employee Creativity——The Moderating of Employee Empowerment[J] Economic Survey, 2020,V37(4): 133-141

链接本文:

http://www.jjjw.org.cn/CN/ 或 http://www.jjjw.org.cn/CN/Y2020/V37/I4/133

陈梦媛,孙玮.2019.辱虐管理与员工创造力关系研究[J].山东社会科学(9):147-153,135.
陈明淑,向琴.2019.资质过高感与员工创造力:反馈寻求行为与组织创造力支持感的作用[J].中国人力资源开发(9):6-17,104.
顾远东,周文莉,彭纪生.2019.消极情绪与员工创造力:组织认同、职业认同的调节效应研究[J].管理科学学报(6):21-35.
胡少楠,王詠.2014.工作投入的概念、测量、前因与后效[J].心理科学进展(12):1975-1984.
李成江,杨东涛.2011.员工授权知觉与主动行为关系研究:独立型伦理氛围的中介作用[J].软科学(4):91-95.
李永占.2019.真实型领导对员工创新行为的影响:工作投入的中介效应[J].心理与行为研究(6):854-860.
李志成,王震,祝振兵,等.2018.基于情绪认知评价的员工绩效压力对亲组织非伦理行为的影响研究[J].管理学报(3):358-365.
刘美玉,王季.2020.谦逊领导如何影响员工创造力?——员工归因和心理安全的双重视角[J].经济管理(3):102-116.
刘景江,邹慧敏.2013.变革型领导和心理授权对员工创造力的影响[J].科研管理(3):68-74.
刘新梅,韩骁,崔天恒,等.2015.工作压力、情绪状态与员工创造力的关系研究[J].统计与信息论坛(7):84-89.
刘新梅,姚进,陈超.2019.谦卑型领导对员工创造力的跨层次影响研究[J].软科学(5):81-86.
买热巴·买买提,李野.2018.服务型领导与员工创造力:基于对领导者真诚性感知调节的研究[J].经济管理(11):88-103.
沈伊默,马晨露,白新文,等.2019.辱虐管理与员工创造力:心理契约破坏和中庸思维的不同作用[J].心理学报(2):238-247.
王娟,张喆,杨妞.2020.调节焦点视角下工作压力对员工创造力的影响[J].管理工程学报(2):161-171.
吴金南,王楠楠,刘林,等.2016.技术入侵生活对员工创新行为的影响:以工作满意和工作焦虑为中介变量[J].中国管理科学(S1):860-867.
夏瑞卿,杨忠.2014.目标导向与员工创造力的关系研究:有调节的中介效应分析[J].浙江工商大学学报(4):104-112.
徐劲松,陈松.2017.领导心理资本对员工创造力的跨层次影响:员工心理资本的中介作用和团队信任的调节作用[J].预测(6):1-8.
杨刚,谢懿,纪谱华.2019.领导成员交换与创造力的关系:基于社会认知理论的元分析研究[J].重庆工商大学学报(社会科学版):1-16.
詹小慧,杨东涛,栾贞增,等.2018.主动性人格对员工创造力的影响:自我学习和工作投入的中介作用[J].软科学(4):82-85.
张兰霞,张靓婷,朱坦.2019.领导-员工认知风格匹配对员工创造力与创新绩效的影响[J].南开管理评论(2):165-175.
张文勤,汪冬冬.2017.挑战-抑制性压力对工作投入与反生产力行为的影响:领导方式的调节作用[J].软科学(11):75-78,92.
张怡凡,陈默,唐宁玉.2019.威权领导与员工创造力:心理依赖的视角[J].中国人力资源开发(4):85-99.
周雅.2013.情绪唤起对执行功能的作用[J].心理科学进展(7):1186-1199.
AMABILE T M,CONTI R,COON H.1996.Assessing the work environment for creativity[J].Academy of Management Journal,39(5):1154-1184.
AMABILE T M ,SCHAATZEL E A ,MONETA G B ,et al.2004.Leader behaviors and the work environment for creativity: Perceived leader support[J].Leadership Quarterly,15(1):5-32.
AMABILE T M,BARSADE S G,MULLER J S,et al.2005.Affect and creativity at work[J].Administrative Science Quarterly,50(3):367-403.
BARSKY A,KAPLAN S A.2007.If you feel bad,it's unfair: A quantitative synthesis of affect and organizational justice perceptions.[J].Journal of Applied Psychology,92(1):286-295.
CRAWFORD E R ,LEPINE J A ,RICH B L.2010.Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test.[J].Journal of Applied Psychology,95(5):834-848.
CROPANZANO R ,ANTHONY E L ,DANIELS S R ,et al.2017.Social exchange theory: A critical review with theoretical remedies[J].Academy of Management Annals,11(1):479-516.
ELDOR L,HARPAZ I.2016.A process model of employee engagement: The learning climate and its relationship with extra-role performance behaviors[J].Journal of Organizational Behavior,37(2):213-235.
ETKIN A.2010.Functional neuroanatomy of anxiety:A neural circuit perspective[J].Current Topics in Behavioral Neurosciences,2(2):251-277.
HAINES J,WILLIAMS C L,CARSON J M.2002.Workplace phobia:Psychological and psychophysiological mechanisms[J].International Journal of Stress Management,9(3):129-145.
JANSSEN O.2000.Job demands,perceptions of effort-reward fairness and innovative work behaviour[J].Journal of Occupational and Organizational Psychology,73(3):287-302.
KIM T Y,ALICE H Y,HONB,et al.2010.Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity[J].Creativity Research Journal,22(1):37-45.
LEE K ,DUFFY M K ,SCOTT K L ,et al.2018.The experience of being envied at work: How being envied shapes employee feelings and motivation[J].Personnel Psychology,71(2):181-200.
MUNZ D C,KOHLER J M ,GREENBERG C I.2001.Effectiveness of a comprehensive worksite stress management program: Combining organizational and individual interventions[J].International Journal of Stress Management,8(1):49-62.
MUSHIN LEE,JOON KOH.2001.Is empowerment really a new Concept[J].The International of Jounnal of Human Resource Management,12(4): 684-695.
PARKER D F,DeCOTIIS T A.1983.Organizational determinants of job stress[J].Organizational Behavior & Human Performance,32(2):160-177.
SCHAUFELI W B,SALANOVA M,VICENTE GONZALEZ-ROMA,et al.2002.The measurement of engagement and burnout: A two sample confirmatory factor analytic approach[J].Journal of Happiness Studies,3(1):71-92.
ZHANG X,BARTOL K M.2010.Linking empowering leadership and employee creativity:The influence of psychological empowerment,intrinsic motivation,and creative process engagement[J].Academy of Management Journal,53:107-128.
ZHOU,JING,GEORGE,et al.2001.When job dissatisficaction leads to creativity:Encouraging the expression of voice [J].Academy of Manament Journal,44(4): 682-696.