工作不安全感对员工创造力的影响研究——组织信任的中介作用  

How Does Job Insecurity Influence Employee Creativity:The Role of Organizational Trust

作　　者：李正卫[1] 陈力昊 王飞绒[1] LI Zheng-wei;CHEN Li-hao;WANG Fei-rong(School of Management, Zhejiang University of Technology, Hangzhou 310023, China)

机构地区：[1]浙江工业大学管理学院

出　　处：《科技与经济》2019年第5期76-80,共5页Science & Technology and Economy

基　　金：浙江省哲学社会科学规划课题——“领导授权赋能对员工创造力影响研究:浙江省科技型中小企业的调查”(项目编号:19NDJC023Z;项目负责人:李正卫)成果之一

摘　　要：基于社会交换理论,探讨工作不安全感对员工创造力的影响及其作用机理,构造了工作不安全感对于员工创造力影响的概念模型。采用问卷调查的方法,以浙江5家科技型企业24个团队的187份领导和员工配对数据为样本进行分析。研究结果表明:工作不安全感的增加会降低员工对于组织的信任感,进而降低其创造过程投入和创造的内在动机,最终会不利于员工的创造力表现,此外内在动机也会对创造过程投入产生正向影响。Based on Social Exchange Theory,this paper discusses the impact of employees’ job insecurity on their creativity and its mechanism of action. The paper also constructs a conceptual model of the impact of job insecurity on employee creativity. Through questionnaires,data were collected from 187 dyads of employees and their immediate supervisors in 5 Zhejiang technology enterprises.The result shows that with the increase of job insecurity,employees’ trust in organization will be reduced,and thus their creative process engagement and intrinsic motivation will be reduced. It will then do harm to employees’ creativity. In addition,intrinsic motivation will have a positive impact on the creative process engagement.

关 键 词：员工创造力 工作不安全感 对组织的信任 内在动机 创造过程投入 

分 类 号：F272.92[经济管理—企业管理]