约束限制员工创新行为吗?——基于约束类型化的解读  

Do Constraints Limit Employees’Innovative Behavior?Interpretation Based on Constraint Typing

作　　者：张建宇[1] 商祥巧 高辉 杨旭 ZHANG Jianyu;SHANG Xiangqiao;GAO Hui;YANG Xu(School of Business,Tianjin University of Finance and Economics,Tianjin 300222,China;Business School,Beijing Normal University,Beijing 100875,China)

机构地区：[1]天津财经大学商学院,天津300222 [2]北京师范大学经济与工商管理学院,北京100875

出　　处：《财经论丛》2023年第4期91-101,共11页Collected Essays on Finance and Economics

基　　金：国家社会科学基金项目(21BGL114);教育部人文社会科学研究规划基金项目(18YJA630138);天津市哲学社会科学规划项目(TJGL21-033)。

摘　　要：约束会限制员工创新行为吗?为揭示约束与员工创新行为之间的关系,本文借助7S模型将信念约束、边界约束、纠偏约束及互动约束划分为软约束和硬约束两类,其中,信念约束和互动约束归类为软约束,边界约束和纠偏约束归类为硬约束。通过对210名员工的有效样本进行数据分析,文章发现了两类约束影响员工创新行为的差异化路径。具体而言,以创新为核心的软约束分别通过赋权、行为示范影响员工创新行为,硬约束正向调节软约束与员工创新行为之间的关系。在促进员工创新行为方面,软约束和硬约束之间存在互补关系。通过挖掘不同约束对员工创新行为的作用机制,为管理者厘清约束的作用、更好地激发员工创新提供启示。Constraints help organizations achieve goals and operate efficiently,while employees'innovation drives the organization's sustainable development.However,two basic ideas are currently being adopted in research in the innovation literature.One is that employees'innovative behavior is the expression of subjective ideas.Only when employees can express their thoughts and put them into action without any misgivings can organization seffectively stimulate employees'innovative behavior.Therefore,the organization should provide an atmosphere as loose and free as possible and minimize the constraints on employees so as to stimulate their innovative behavior.The other is that constraints do not always inhibit employees'creativity.Appropriate constraints under specific mechanisms are more conducive to employees'innovative behavior.In view of the ubiquity of constraints and the importance of innovative behavior to organizational development in practice,this paper explores the mechanism of constraints promoting employees'innovative behavior.Based on this,it further examines how constraints promote employees'innovation and the interaction between different constraint types so as to guide the organization better.Based on the concept of Levers of Control and with the help of the 7S model,constraints can be classified into belief,interaction,boundary,and diagnostic constraints,which can be further divided into soft and hard constraints.Belief constraints focus on organizational values and culture.Interaction constraints emphasize that managers regularly participate in subordinates'interactions and guide subordinates'behaviors.Boundary constraints limit employees'behaviors and help employees avoid risks.Diagnostic constraints regulate behaviors by monitoring operations and results with predetermined goals.Among them,belief and interaction constraints are classified as soft constraints,while boundary and diagnostic constraints are classified as hard constraints.From the analysis of the survey data of 210 employees,this study discov

关 键 词：软约束 硬约束 员工创新行为 赋权 行为示范 

分 类 号：F272.9[经济管理—企业管理]