个人-组织契合与员工创造力的关系:有中介的调节模型  

The Relationship between Person-Organization Fit and Employee Creativity:A Mediated Moderation Model

作　　者：金童林 陆桂芝[1] 张璐[1] 李肖肖[2] 张丽 

机构地区：[1]哈尔滨师范大学教育科学学院,哈尔滨150025 [2]兰州城市学院教育系,兰州730070 [3]临沂经济技术开发区第二实验小学,临沂276025

出　　处：《心理与行为研究》2017年第6期846-852,共7页Studies of Psychology and Behavior

基　　金：黑龙江省哲学社会科学一般项目(17SHB050)

摘　　要：基于个人-环境契合理论,采用问卷调查法收集223份员工数据,检验个人-组织契合对员工创造力产生的作用机理。结果表明:(1)个人-组织契合显著正向预测员工创造力,个人-组织契合通过创新自我效能感的部分中介效应影响员工创造力。(2)工作激情在个人-组织契合与员工创造力关系中发挥调节作用。(3)工作激情的调节作用通过创新自我效能感的中介实现,当工作激情较低时,个人-组织契合通过创新自我效能感的中介对其员工创造力产生更强烈的影响。The aim of this study which built on the theory of person-environment fit theory was to examine the relationship among person- organization fit employee creativity, work passion and creative self-efficacy. 223 employees took part in this study. Questionnaires were employed to collect data. The results showed that： （1） Person-organization fit has a significantly positive effect on employee creativity, creative self-efficacy plays a partial mediating role between person- organization fit and employee creativity. （2） Work passion moderates the relation between person-organization fit and employee creativity. （3） The moderating effect of work passion is mediated by creative self-efficacy, that is, for employee, there is a significant relation between person-organization fit and employee creativity through creative self-efficacy under the low work passion level.

关 键 词：个人-组织契合 员工创造力 工作激情 创新自我效能感 

分 类 号：B849[哲学宗教—应用心理学]