体面劳动、创新自我效能与员工创造力:中国情境下组织文化的调节作用  

Decent Work Perception,Creative Self-efficacy and Employees' Creativity:The Moderating Role of Organizational Culture in Chinese Context

作　　者：王春国 陈刚 Wang Chunguo, Chert Gang(School of Business Administration, Lanzhou University of Finance and Economics, Lanzhou 73002)

机构地区：[1]兰州财经大学工商管理学院,兰州730020

出　　处：《管理评论》2018年第3期140-149,共10页Management Review

基　　金：国家自然科学基金青年项目(71503227);甘肃省社科规划项目(14YB069)

摘　　要：体面劳动的提出引起了国际社会的共鸣,对体面劳动的研究也受到世界各国的重视。本文借鉴自我决定理论,探讨体面劳动感知对员工创造力的影响机制,尤其是研究创新自我效能的中介作用和中国情境下组织文化的调节作用。通过对367名上市公司员工及其直接领导的配对调查,研究发现:(1)体面劳动对员工创造力存在显著的正向预测效果;(2)创新自我效能在体面劳动与员工创造力之间起部分中介作用;(3)中国情境下的组织文化显著调节了创新自我效能对体面劳动与员工创造力之间关系的中介作用。其中,外倾型组织文化与团队型组织文化均具有正向调节作用,而层级型组织文化抑制创新自我效能对体面劳动与员工创造力之间关系的中介作用。Decent work. As an emerging term that resonates with the international community,has become a hot research topic throughout the world. Based on the self-determination theory,this paper explores the mechanism of how decent work perception influences employees＇ creativity,especially the mediation of creative self-efficacy and the moderating role of organizational culture in Chinese context.Through paired investigation of 367 listed companies＇ employees and their immediate leaders,the empirical study finds that：（ 1） decent work has a significant positive effect on employees＇ creativity;（ 2） creative self-efficacy plays a partial intermediary role between decent work and employees＇ creativity;（ 3） The relationship between creative self-efficacy and employees＇ creativity is moderated by organizational culture in Chinese context. The extrovert organizational culture and team organizational culture have a positive moderating effect,while hierarchical organizational culture inhibits the intermediary role that creative self-efficacy has on the relationship between decent work and employees＇ creativity.

关 键 词：体面劳动 员工创造力 创新自我效能 组织文化 

分 类 号：F272.92[经济管理—企业管理]