员工主动性人格与创新行为的关系:基于趋利-避害框架理论的实证研究  

The relationship between creative behavior and proactive personality:An empirical research by an approach-avoidance framework theory

作　　者：严鸣[1] 赵楚铃 朱瑜[1] 邬金涛[2] YAN Ming;ZHAO Chuling;ZHU Yu;WU Jintao(School of Management,Jinan University,Guangzhou 510632,China;Lingnan College,Sun Yat-sen University,Guangzhou 510275,China)

机构地区：[1]暨南大学管理学院,广东广州510632 [2]中山大学岭南学院,广东广州510275

出　　处：《管理工程学报》2025年第2期41-56,共16页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金优秀青年项目(71922011);国家自然科学基金项目(72272053);国家社会科学基金项目(22BGL126)。

摘　　要：员工的创新行为能为员工个体和组织带来益处,但同时也会给员工带来较大风险,而现有研究未解决员工在面对潜在风险时仍会表现出创新行为这个问题。本文基于趋利-避害框架理论,通过163个团队的489份数据,探讨了趋利型/避害型主动性人格影响员工不同类型创新行为的内在作用机制和边界条件。研究发现,趋利型主动性人格通过机会发掘动机间接影响增益型创新行为,而避害型主动性人格通过问题发掘动机间接影响避害型创新行为。团队内授权氛围不仅会调节趋利型主动人格与机会发掘动机的关系,还会进一步调节趋利型主动型人格通过机会发掘动机间接影响增益型创新行为的关系。同时,团队间竞争氛围可以调节避害型主动人格与问题发掘动机的关系,进一步调节避害型主动型人格通过问题发掘动机间接影响避害型创新行为的关系。本文在理论上有助于澄清主动性人格的实质及其对不同类型创新行为的影响效应和作用机制,为提高企业创新行为管理水平提供管理启示。Proactive personality represents a dispositional tendency to take initiative and bring about positive change in an organization.While such proactive behavior is seen to be beneficial to the organization,researches on proactivity omitted the potential risks yielding by proactive behavior.Especially for creative behavior,which is performed proactively by the employees to resolve the problem and promote the work with creative ideas,why are the proactive employees still willing to perform creative behavior if they may face potential risks with unsuccessful innovation? To fill this research gap,we put forward an Approach-Avoidance Framework theory to illustrate how approach-oriented and avoidance-oriented proactive personalities would differently lead to approach-oriented and avoidance-oriented creative behaviors through opportunity and problem detecting motivations.Furthermore,we also discussed how team empowerment climate and intergroup competition climate differently strengthen the effects of proactive personalities on creative behaviors.To test our approach-avoidance framework of proactivity,we collected data from six companies sited in Guangdong,China.Initially,two hundred teams with three subordinates in each team were randomly selected to participate in our research.To reduce common method variance,subordinates′ proactive personality,motivations and control variables,as well as team empowerment climate and intergroup competition climate were collected at three-time points,with approximately one month separating each survey occasion.Finally,subordinates′ creative behaviors were rated by their direct supervisors.Two new approach/avoidance-based measures were developed here to assess subordinate′ s proactive personality and creative behavior.After deleting the unqualified data,489subordinates of 163 teams were remained in our final sample with an 81.5% response rate.Participants(47.6% female) were on average 27 years old and had worked in their teams for approximately 1.74 years with average of 5.85 years of

关 键 词：主动性人格 创新行为 趋利避害框架理论 团队内授权氛围 团队间竞争氛围 

分 类 号：F272.92[经济管理—企业管理]