柔性工作、心理授权与员工创造力:基于“供给—需求匹配”视角  

Flexible Work, Psychological Empowerment and Employee Creativity:From the Perspective of Supply-Demand Fit

作　　者：齐昕[1,2] 刘洪 张晶晶[1] 

机构地区：[1]南京大学商学院,南京210093 [2]安徽工业大学商学院,安徽马鞍山243032

出　　处：《科学学与科学技术管理》2017年第12期161-174,共14页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目﹙71572074﹚;安徽高校人文社会科学研究项目(SK2017A0079)

摘　　要：对于柔性工作是否有助于员工创造力提升,现有研究存在两种相反的结论。基于人与环境匹配理论,认为柔性工作对员工创造力的影响,取决于员工从工作中获得的心理授权水平;而员工心理授权水平的高低,关键在于组织提供的柔性工作与员工需求之间的匹配。以长三角地区的16家企业256份主管—员工配对数据为样本,运用多项式回归和三维响应面分析,对上述假设进行了验证。结果表明,当柔性工作的组织供给与员工需求相匹配时,员工的心理授权比不匹配时更高,进而表现出更多的创造力;且相对于低水平匹配而言,高水平匹配时的员工心理授权与创造力更高。Results of studies on the relationship between flexible work and employee creativity have been somewhat mixed. Draw on the person-environment fit theory, it believes that the influence of flexibility work on employee creativity depends on the level of psychological empowerment which employees receive from their work, and the supply-demand fit is the key to the level of psychological empowerment. Through the polynomial regression and response surface analysis, we examined the hypotheses proposed with 256 pairs of supervisor-subordinate data collected from 16 enterprises in the Yangtze River Delta region. It has been found that when employee demand and organization supply are balance, the promotion effect on psychological empowerment and employee creativity is greatest. In particular, a high level of balance is better than a low level of balance.

关 键 词：柔性工作 供给—需求匹配 心理授权 员工创造力 

分 类 号：F273.1[经济管理—企业管理] F272.92[经济管理—国民经济]