代际视角下领导对员工创造力的自证预言  

Leadership's self-fulfilling prophecy of employee creativity from an intergenerational perspective

作　　者：李姜锦[1] 刘春林[2] 李珏兴 LI Jiangjin;Liu Chunlin;Li Juexing(School of Business,Nanjing Normal University,Nanjing 210023,Jiangsu,China;School of Business,Nanjing University,Nanjing 210093,Jiangsu,China;School of Economics and Management,Yunnan Normal Universily,Kunming 650500,Yunnan,China)

机构地区：[1]南京师范大学商学院,江苏南京210023 [2]南京大学商学院,江苏南京210093 [3]云南师范大学经济与管理学院,云南昆明650500

出　　处：《科研管理》2022年第6期194-201,共8页Science Research Management

基　　金：国家自然科学基金项目:“制度抗拒与代际断裂:新生代高管对企业社会责任行为的影响研究”(72072085,2021.01—2024.12);“相对领导-成员交换关系对员工行为和心理的多重影响:基于相对剥夺的视角”(71572076,2016.01—2019.12);国家自然科学基金重点项目:“领军企业创新链的组织架构与协同管理”(71732002,2018.01—2022.12)。

摘　　要：领导对员工创造力的期望是否会真的影响员工创造力?通过分三阶段对某大型企业112个团队开展的问卷调研,基于Mplus开展路径分析,本文发现:领导对员工创造力的期望能提高员工的心理授权进而提升创造性绩效。研究运用自证预言理论对上述“期望效应”的机制进行了探讨。研究结果还发现:员工对上级创造力期望的反应呈现出代际差异。领导表现出的这种期望效应会对以80后、90后为代表的新生代群体产生更大影响;对非新生代群体而言,期望效应并不显著。本文贡献在于,从创造力角度发现自证预言在工作情景中的直接证据,并指出这种效应并非普遍存在于不同代际群体。Creativity has received increasing attention across a variety of tasks,occupations and industries.Previous studies mainly focused on practical skills and behaviors to inspire leaders to boost employee creativity.Existing studies indicate that leaders should express their expectations for creativity through setting goals,providing resources,giving emotional and instrumental supports and other means.In spite of this,little attention was paid to the expectations of leaders for creativity.Enlightened by the‘self-fulfilling prophecy’,this research put forward the first research question:‘Will leaders’expectations for employee creativity enhance their creativity effectively?If being proven to exist in the workplace,this‘self-fulfilling prophecy’can greatly expand theoretical boundaries to which it is applicable.Moreover,it is of great significance to the theoretical research and enterprise practice of leadership.Another research question needing to be explored was:Will this‘expectation effect’be different when it comes to different groups in China?In order to achieve this aim,this research attempted to start from a generation gap.With the development of knowledge-based economy and the further progress of the reform and opening-up policy,post-80 s and post-90 s have become the new generations standing for the major force of organizations because of showing more willingness to embody personalities and shape themselves as distinctive.This research assumed that these specific psychological and behavioral characteristics owned by these groups enabled them to react differently to their perceptions of psychological empowerment induced by the expectations of the superior.Data was collected from 484 employees working in 112 teams of a large enterprise located in six cities in some eastern coastal provinces of China.Each team was composed of non-Cenozoic members and members of the new generations like the post-80 s or post-90 s.Data collection contained three waves with an interval of two months.To begin with,par

关 键 词：自证预言 代际差异 创造力 心理授权 

分 类 号：F272.91[经济管理—企业管理]