可干预的人格特质:自我分化对员工创新的影响  

Traits of personality that can be intervened:Impact of self-differentiation on employee innovation

作　　者：仇泸毅 张梦桃 王勔追 张生太[1] Qiu Luyi;Zhang Mengtao;Wang Mianzhui;Zhang Shengtai(School of Economics and Management,Beijing University of Posts and Telecommunications,Beijing 100876,China;Psychology Department,Social Science Research Institute,New School University(New York),New York 10009,USA)

机构地区：[1]北京邮电大学经济管理学院,北京100876 [2]纽约新学院大学社科研究院心理学院,美国纽约10009

出　　处：《科研管理》2022年第2期202-208,共7页Science Research Management

基　　金：国家自然科学基金项目:“移动社交网络微信的知识传播机理研究”(71571022,2016.01—2019.12);教育部人文社会科学研究项目:“新型互联网时代群众工作的模式创新与实践路径研究”(21YJCZH015,2021.08—2024.06)。

摘　　要：在企业数字化转型的关键时期,创新显得尤为重要。作为可干预的人格特质,自我分化是员工"以变应变"实现突破创新的关键因素。本文以资源保存理论为基础,对不同行业的企业组织中主管和员工进行调研,通过构建结构方程模型,从员工的内心和人际关系两个层面探讨自我分化对员工创新行为的影响,并进一步分析了心理距离在其中的中介作用。实证研究结果表明:(1)自我分化(内心层面和人际关系层面)对员工的创新行为有正向影响;(2)自我分化(内心层面和人际关系层面)通过心理距离的中介作用间接影响员工的创新行为。研究结果丰富了员工创新行为影响因素的相关研究,同时有助于管理者认识到自我分化这一人格特质的可干预性,对管理者激励高自我分化水平的员工发挥自身优势、引导低自我分化水平的员工挖掘自身潜能具有重要的实践意义。Innovation is particularly important for companies facing digital transformation.Self-differentiation,as a personality trait amenable to intervention,plays a vital role in employees striving for innovation by changing to counter change.Based on the resource conservation theory,this paper explores the internal mechanism between self-differentiation and employee innovative behavior from the inner and interpersonal perspectives.By establishing a structural equation model,this paper discusses how self-differentiation affects employee innovative behavior,and tests the mediating effect of psychological distance in the process of self-differentiation affecting employee innovative behavior.Questionnaire surveys were conducted among companies in Beijing,Tianjin and Hebei to serve as an empirical sample.SPSS and AMOS were conducted to test the hypotheses.The empirical results show that self-differentiation(intrapersonal level and interpersonal level)positively affects employee innovative behavior.Self-differentiation(intrapersonal level and interpersonal level)indirectly affects employee innovative behavior through the mediating role of psychological distance.The results of this study give credence to the mechanism of self-differentiation on employee innovative behavior,and help managers appreciate the amenability of self-differentiation to intervention,which has important implications for the management practice of motivating employee innovative behavior.This study holds important practical significance for the management of employees at different levels of differentiation.It is imperative for managers to motivate employees with high self-differentiation level to give full play to their advantages and guide employees with low self-differentiation level to tap their potential.Based on the empirical results,this paper puts forward the following management suggestions:(1)Faced with the pressure of innovation brought by the digital age,highly self-differentiated employees are able to remain calm,think rationally and actively

关 键 词：自我分化 心理距离 员工创新行为 

分 类 号：F272.92[经济管理—企业管理]