上司创意拒绝对员工创新行为的影响研究  

Research on the impact of superiors'rejection of creative ideas on employees'innovative behavior

作　　者：赵富强[1] 高洪祥 陈耘[1] 倪闽 Zhao Fuqiang;Gao Hongxiang;Chen Yun;Ni Min(School of Management,Wuhan University of Technology,Wuhan 430070,Hubei,China;School of Entrepreneurship,Wuhan University of Technology,Wuhan 430070,Hubei,China)

机构地区：[1]武汉理工大学管理学院,湖北武汉430070 [2]武汉理工大学创业学院,湖北武汉430070

出　　处：《科研管理》2024年第11期184-192,共9页Science Research Management

基　　金：国家社会科学基金项目:“‘双碳’共富时代绿色和谐型人力资源实践研究”(23FGLB069;2023.10—2025.12);“VUCA时代整合共享型人力资源实践内涵结构与作用机制研究”(21FGLB027;2021.10—2023.12)。

摘　　要：随着数智经济的发展,外部环境变得日益VUCA,创新成为企业生存发展的关键,而员工创新行为是企业创新的前提与基础,现实中由于资源或规则等所限,上司创意拒绝非常普遍,其对员工创新行为影响如何,既有研究尚未达成共识。基于此,本研究基于反馈干预与归因理论视角,构建有调节的中介作用模型,通过问卷调查、结构方程模型、分层回归分析、Bootstrap等,探究上司创意拒绝影响员工创新行为的心理资本中介机制,同时考察员工对上司创意拒绝归因——对人不对事归因和对事不对人归因的边界条件作用。457名多时点有效样本的实证研究发现:(1)上司创意拒绝与员工创新行为显著负相关;(2)心理资本中介上司创意拒绝对员工创新行为的影响;(3)对人不对事归因调节上司创意拒绝对心理资本的负面影响,对人不对事归因水平越高,上司创意拒绝对心理资本的负面影响越强;(4)对事不对人归因调节上司创意拒绝对心理资本的负面影响,对事不对人归因水平越高,上司创意拒绝对心理资本的负面影响越弱;(5)对人不对事归因和对事不对人归因调节上司创意拒绝通过心理资本对员工创新行为的间接作用,对人不对事归因水平越高,其间接作用越强,对事不对人归因越高,其间接作用越弱。本文丰富了上司创意拒绝理论研究,打开了其影响创新行为的黑箱,拓展了归因理论的研究领域,同时为员工创新行为激发的企业管理实践提供了理论依据与决策借鉴。With the development of digital economy,the external environment has become increasingly volatile,uncertain,complex and ambiguous.Therefore,innovation has become the key to the survival and development of enterprises.As we all know,employees'innovation behavior is the premise and foundation of enterprise innovation.In reality,due to resource or rule limitations,superiors'rejection of creative ideas is very common.However,there is no consensus on how it affects employees'innovation behavior in existing research.Based on this,according to the feedback intervention and attribution theory,this study explored the psychological capital mediating mechanism of superior's rejection of creative ideas on employees'innovative behavior through conceiving a moderated mediation model and adopting questionnaire surveys,structural equation modeling,stepwise regression analysis,Bootstrap,and so on.At the same time,it examined the boundary conditions of employees'attribution of creative idea rejection by the superiors,which is the attribution to people rather than to things and attribution to things rather than to people.Through an empirical study of 457 valid employee samples collected from multiple time points in different provincial-level regions across China,it was found that,firstly,superior's rejection of creative ideas is significantly negatively correlated with employees'innovation behavior.Secondly,psychological capital mediates the impact of superior's rejection of creative ideas on employees'innovative behavior.Thirdly,attribution to people rather than to things regulates the negative impact of superior's rejection of creative ideas on psychological capital.The higher the level of attribution to people rather than to things,the stronger the negative impact of creative rejection on psychological capital.Fourthly,attributing to things rather than to people regulates the negative impact of superior's rejection of creative ideas on psychological capital.The higher the level of attribution to things rather than to people,the

关 键 词：上司创意拒绝 心理资本 员工创新行为 拒绝归因 

分 类 号：C963[经济管理—人力资源管理] F425