正面反馈的盛名综合症效应：正向激励何以加剧绩效报酬对创造力的抑制？  

The Impostor Syndrome in Positive Feedback: How does Positive Motivation Exacerbate the Inhibition of Pay for Performance on Creativity?

作　　者：马君[1] 闫嘉妮 Ma Jun;Yan Jiani

机构地区：[1]上海大学管理学院

出　　处：《管理世界》2020年第1期105-121,共17页Journal of Management World

基　　金：国家自然科学基金“创新团队的领导时间统筹与员工同步配合的动态协同机制研究”（基金编号：71872111）;教育部人文社会科学研究规划基金项目“地盘意识对跨界团队创造力磨合的影响机理研究”（基金编号：16YJA630036）的资助

摘　　要：正面反馈通常被认为是一种低成本且行之有效的正向激励手段,但结果如何不甚明了。根植于本土"面子"文化,基于反馈加工过程模型,从反馈效价、反馈情境以及反馈接收者特质三方面出发,构建了一个嵌套被中介调节效应的三项交互模型,通过设计3项研究,旨在探讨绩效激励下的正面反馈反应机制。研究1结果显示,正面反馈调节绩效报酬对创造力的倒"U"型影响,且调节效应因员工胜任感知不同而存在差异,即在高激励强度下提供高的正面反馈反而加剧绩效报酬对个体尤其是低胜任感知个体创造力的抑制。研究2探索了上述负效应的成因,揭示了盛名综合症的中介作用。研究3进一步揭示,由于低胜任感知诱发的盛名综合症,强化了正面反馈对表现目标导向的引导作用,从而加剧绩效报酬对创造力的抑制。Positive feedback, which is always regarded as a low-cost and effective way to motivate employees, iswidely used in organizations as an important flexible incentive to balance rigid pay for performance(PFP)incentivesystem. However, from the perspective of interpersonal interaction, positive feedback may activate employee’s impostorsyndrome(impostors, who believe their successes are because of external factors like luck rather than their own ability,make more effort to avoid exposing), which may further lead individuals to focus on relatively clear and easy performancegoal orientation, rather than uncertain and risky creation, and strive to maintain the praise of leaders and obtain highincome so that the creativity will be inhibitied. This means that the incentive effect of positive feedback may have a hiddendark side. It is an important research topic to reveal the mechanism and boundary conditions of the positive feedbackreaction. The purpose of this research is to explore when and why positive feedback exacerbates the inhibition of PFPon creativity, and what type of individuals reinforce the above mechanisms due to the impostor syndrome. Rooted in theChinese "face" culture and based on the feedback processing process model, through combining the prospect theory andperceptual control theory, a three-way interaction model with nested mediated moderation is built from three aspects:feedback valence, feedback context and feedback receiver characters, and we designed three studies. Study 1 examinsthe non-linear interaction effect of PFP, using positive feedback and competency perception on creativity with the methodsof non-linear moderation procedure advised by Aiken and West(1991). We collect data from 285 individuals within19 teams. Study 2 aims to discuss how the non-linear interaction(study1)occurrs through the impostor syndrome bya mediated moderation model. The model of study 2 uses data from 1000 financial sector staff and conducts the regressionanalysis by SPSS20.0. Based on study 1 and study 2, we design

关 键 词：绩效报酬 正面反馈 胜任感知 盛名综合症 创造力 

分 类 号：F272.92[经济管理—企业管理]