化压力为创新:上级发展性反馈与自我效能感的调节作用  

Turn Pressure into Innovation:the Moderating Effect of Supervisor Developmental Feedback and Creative Self-efficacy

作　　者：安彦蓉 杨东涛[1] 刘云 An Yanrong;Yang Dongtao;Liu Yun(Business School, Nanjing University, Nanjing 210093, China)

机构地区：[1]南京大学商学院,江苏南京210093

出　　处：《科技进步与对策》2021年第6期139-146,共8页Science & Technology Progress and Policy

基　　金：国家自然科学基金项目(71372027);国家社会科学基金项目(17AGL015)。

摘　　要：在压力中创新已成为企业对员工的基本要求,在此基础上,如何进一步提升员工创造力是企业管理者关注的重要问题。基于资源保存理论,检验上级发展性反馈与创造力自我效能感对挑战性压力源和员工创造力之间关系的影响机制。采用问卷调查法对372个企业员工样本数据进行分析发现,挑战性压力源对员工创造力具有显著正向影响;上级发展性反馈正向调节挑战性压力源和员工创造力间的关系并正向影响员工创造力自我效能感;员工创造力自我效能感正向调节挑战性压力源和员工创造力之间的关系;同时,上级发展性反馈对挑战性压力源和员工创造力关系的调节作用是通过员工创造力自我效能感的中介作用实现的。It has become a basic requirement for employees to be creativity in the challenge.On this basis,how to further enhance employee creativity,is an important issue for managers.Based on conservation of resource theory,this paper examines the influence mechanism of supervisor developmental feedback and creative self-efficacy on the relationship between challenge stressors and employee creativity.The paper used questionnaire survey method to collect data from 372 workers and tested the model and hypothesis.Results include the following aspects:challenge stressor has positive impact on employee creativity;supervisor developmental feedback moderates the relationship between challenge stressor and employee creativity,and has positive impact on creative self-efficacy.At the same time,this paper find that creative self-efficacy moderates the relationship between challenge stressor and employee creativity,and mediates the moderating effect of challenge stressor.The research provide some practical results and enlightenment for organizations.

关 键 词：挑战性压力源 员工创造力 上级发展性反馈 创造力自我效能感 

分 类 号：F272.91[经济管理—企业管理]