真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

工作-家庭支持的结构与测量及其调节作用

在深度访谈和开放式问卷调查的基础上, 编制了工作-家庭支持问卷。探索性因素分析和验证性因素分析结果表明, 中国文化背景下的工作-家庭支持由组织支持、领导支持、情感支持和工具性支持四个维度构成。问卷的信效度指标良好。无约束结构方程模型分析结果表明, 工作-家庭支持能够有效调节工作-家庭冲突与离职意向的关系。     

工作-家庭中心性与延迟退休态度的关系研究

延迟退休态度是影响新退休政策推行的重要社会心理因素。本研究采用《延迟退休态度问卷》等工具,抽取450名临近退休员工,考察工作-家庭中心性与延迟退休态度的关系以及工作投入、组织支持感在其二者关系上的作用机制。研究发现：（1）临近退休员工对延迟退休的态度较为消极。（2）低组织支持感条件下,工作投入在工作-家庭中心性与延迟退休态度之间起到完全中介作用。低组织支持感不利于缓解家庭中心性员工对延迟退休的消极态度。（3）高价值认同条件下,家庭中心性与工作投入、延迟退休态度的正向关系弱化。给予员工高价值认同可以提升对延迟退休的积极态度。高关心利益也可缓解家庭中心性员工对延迟退休的消极态度。     

家庭支持型主管行为对员工的影响与作用机制：基于元分析的证据

为厘清家庭支持型主管行为对员工的独特影响,并比较不同的作用机制,本研究对包含204个独立样本、340个效应值及91145名员工的164篇文献进行了元分析,结果发现：(1)与一般主管支持行为相比,家庭支持型主管行为对员工的任务绩效、创新行为和生活满意度有更强的积极影响。(2)工作对家庭冲突(资源视角)、领导-成员交换(交换视角)和情感承诺(情感视角)均能解释家庭支持型主管行为对员工的作用机制,并互为补充。具体而言,三者均能中介家庭支持型主管行为对任务绩效的影响;领导-成员交换和情感承诺在家庭支持型主管行为与创新行为间起中介作用;工作对家庭冲突和领导-成员交换则在家庭支持型主管行为影响生活满意度中发挥中介效应。研究结果为家庭支持型主管行为的影响效果提供了可靠结论,也有助于深入理解其作用机制。     

工作场所中员工创新的内驱力：员工创造力自我效能感

自我效能感在创新领域具体运用后,发展为创造力自我效能感, 是指个体对创造成功的信念。以往的研究多集中于教育领域。随着员工创新在组织创新中地位提升, 研究者发现, 对创新成功所抱有的信念是支撑员工将创新行为实施到底的重要内在力量, 创造力自我效能感的研究开始向组织领域拓展。文章对创造力自我效能感在组织领域的最新研究进行归纳,总结了影响员工创造力自我效能感的主要因素：领导支持、工作的复杂度等;提炼了员工创造力自我效能感与员工创新的关系, 说明员工创造力自我效能感无论是作为员工创新心理的一个维度, 还是作为一个独立变量在个体创新机制中起中介或者调节作用, 均与员工创新紧密相关; 最后, 提出下一步的研究需要对员工创造力自我效能感的测量以及影响因素进行深入研究, 为管理实践提供更多的理论依据。     

组织支持感对工作投入与工作家庭冲突关系的调节作用

在国内外研究的基础上,以207名企业员工为被试,运用问卷调查法和分层回归分析统计方法,考察了工作投入与工作家庭冲突的关系,并考察了组织支持感在工作投入与工作家庭冲突之间的调节作用。结果表明：工作投入对时间冲突和行为冲突都具有显著的负向预测作用。组织支持感在工作投入与行为冲突的关系中起调节作用。     

组织中主管-下属关系的运作机制与效果

基于社会交换的理论视角, 以下属关系投入-主管资源回报的概念架构来展现组织中主管与下属关系互动的实质, 对主管-下属关系的运作效果与机制进行跨层次的实证研究。通过问卷法获得54个工作群体的426名下属与主管的对偶数据, 基于HLM分析的结果表明：下属在工作之余对主管的私人关系投入不仅能直接获得主管的工具性资源回报与情感性资源回报, 还能通过领导-成员交换(LMX)间接地获得主管的工具性与情感性资源回报, 而在工作群体内基于私人关系进行人力资源管理决策的特征对主管与下属之间的关系互动与关系质量也存在一定程度的影响。     

影响员工工作投入的组织相关因素研究

以361名企事业员工为被试,采用问卷法和结构方程建模分析方法探讨了组织公平、角色压力、组织支持感和组织承诺对工作投入的影响及其途径。结果表明:角色压力、组织公平与组织支持感均对工作投入和组织承诺有较好的预测效力。经检验,组织公平和组织支持感对工作投入产生显著的间接影响,组织承诺则主要表现为直接影响;而角色压力对于工作投入既有直接影响,又存在间接影响。     

新员工工作重塑会带来积极的结果吗?领导成员交换与个体传统性的作用

每年都有大量的高校毕业生进入职场。在企业竞争日趋激烈的今天, 如何将这些大学毕业生快速地转变成高绩效的企业员工, 是一个重要的研究议题。基于自我表达的理论视角, 本研究探讨工作重塑能否促进新员工的任务绩效和创造力, 以及领导成员交换和个体传统性如何影响新员工的工作重塑。我们对256名新员工进行4轮的问卷调查, 最终得到125份有效的匹配问卷。数据分析结果显示: (1)工作重塑会正向影响新员工的工作投入, 进而影响他们的任务绩效和创造力; (2)对于传统性比较高的新员工, 领导成员交换可以促进他们的工作重塑; (3)个体传统性正向调节领导成员交换对任务绩效、创造力的间接作用, 当个体传统性高时, 领导成员交换通过工作重塑和工作投入对任务绩效、创造力的积极影响更为显著。本研究从新员工自我表达的视角为组织提升新员工的任务绩效和创造力提供了新的思路。     

悖论型领导对员工工作投入的影响：有调节的中介模型

通过构建有调节的中介模型,本研究揭示了悖论型领导“如何”影响员工工作投入以及影响“何时”更弱或更强。在3个时点收集了320份员工数据,结果表明：（1）悖论型领导正向影响员工的工作投入;（2）心理授权部分中介了悖论型领导对工作投入的影响;（3）工作复杂性调节了悖论型领导对员工心理授权的影响;（4）工作复杂性调节了心理授权在悖论型领导与工作投入之间的中介作用。以上结论能为管理者促进员工的工作投入提供指导。     

The curvilinear relation between experienced creative time pressure and creativity: moderating effects of openness to experience and support for creativity

This study examined the possibility of a curvilinear relation between the creative time pressure employees experience at work and their creativity. The authors also examined whether this curvilinear relation was moderated by employees' scores on the openness to experience personality dimension and by the support for creativity employees received from supervisors and coworkers. Data were obtained from 170 employees and 10 supervisors of a manufacturing organization. Results showed an inverted U-shaped creative time pressure-creativity relation for employees who scored high on openness to experience while simultaneously receiving support for creativity. The authors discussed the implications of these results for future research and practice.     

绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用

采用296对上下级匹配数据考察了绩效薪酬对创造力的影响以及人-工作匹配的调节效应和创造力自我效能的中介效应。研究结果表明:绩效薪酬对创造力有倒U形影响;创造力自我效能部分中介了绩效薪酬对创造力的倒U形影响;人-工作匹配调节绩效薪酬与创造力的关系,人-工作匹配度越高,中等强度绩效薪酬的正面效应越强,高强度绩效薪酬的负面效应越弱;绩效薪酬与人-工作匹配的交互效应通过创造力自我效能的完全中介效应影响创造力。     

家庭支持型主管行为对员工工作态度的影响:有调节的中介效应分析

采用问卷法调查了358名企业员工,探讨家庭支持型主管行为(FSSB)对工作满意感和离职意愿等工作态度的作用机制。结果表明:(1)FSSB对工作满意感有显著正向影响,对离职意愿有显著负向影响。(2)工作-家庭增益在FSSB与工作满意感之间起着中介作用,而工作-家庭冲突的中介作用不显著;工作-家庭增益与冲突在FSSB与离职意愿之间的中介作用均不显著。(3)边界控制感调节了FSSB—工作-家庭增益—工作满意感这一中介过程。本研究提示可通过干预FSSB来提升员工的工作态度。     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

情绪创造力对员工创新行为的影响:情绪社会建构理论的视角

基于情绪社会建构理论,运用问卷调查法,通过分析708组配对数据,探讨情绪创造力对员工创新行为的影响机制。结果表明:情绪创造力对员工创新行为有显著的正向影响,创造性角色认同在其中具有部分中介作用;员工情绪创造力与领导激励创造性的交互作用通过员工创造性角色认同为中介,影响员工的创新行为,从而表现出有中介的调节作用。     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

When the presence of creative coworkers is related to creativity: role of supervisor close monitoring,developmental feedback,and creative personality

Study 1 was conducted to examine the contribution of the joint condition of supervisor close monitoring and the presence of creative coworkers to employees' creativity. In addition to replicating Study 1's results, Study 2 examined (a) the joint condition of supervisor developmental feedback and presence of creative coworkers and (b) whether creative personality moderated the contributions of the 2 joint conditions. Converging results from the 2 field studies demonstrated that when creative coworkers were present, the less supervisors engaged in close monitoring, the more employees exhibited creativity. Study 2 also found that the contribution of this joint condition was stronger for employees with less creative personalities and that when creative coworkers were present, the more supervisors provided developmental feedback, the more employees exhibited creativity.     

Within‐person Relationship between Creative Self‐efficacy and Individual Creativity: The Mediator of Creative Process Engagement and the Moderator of Regulatory Focus

Integrating the dynamic self‐regulatory framework with the motivational self‐regulation perspective, we theorize and test how and when creative self‐efficacy increases individual creativity at the within‐person level. Conceptualizing creative process engagement as a self‐regulation effort, we theorize that creative process engagement mediates the within‐person effect of creative self‐efficacy on individual creativity. We further explore how creative self‐efficacy and chronic regulatory focus interact to affect the within‐person mediating effect. A sample of 145 R&D workers provided two monthly reports for their creative activities and experiences over 8 months. The findings provide empirical support for the hypothesized mediating mechanism. At the within‐person level, creative process engagement mediates the relationship between creative self‐efficacy and individual creativity. The results also show that chronic regulatory focus moderated the mediated relationship. Specifically, creative self‐efficacy is positively related to individual creativity for employees with a strong prevention focus and negatively related to individual creativity for employees with a strong promotion focus.     

Cross-National Explorations of the Impact of Affect at Work Using the State-Trait Emotion Measure: A Coordinated Series of Studies in the United States,China, and Romania

Drawing on the social information process perspective, we hypothesized that transformational leadership fosters psychological safety climate leading to enhanced individual-level creative process engagement. Furthermore, psychological safety climate was hypothesized to strengthen the relationship between creative process engagement and employee creativity. The hypothesized model was tested with data obtained from a sample of 358 employees and their supervisors from two organizations in the People’s Republic of China. Results of hierarchical linear modeling analysis revealed that transformational leadership influenced creative process engagement via psychological safety climate. Furthermore, psychological safety climate moderated the creative process engagement–creativity relationship such that the relationship was stronger in groups with high rather than low psychological safety climate.     

Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High-Involvement Work Systems

This study proposed that job crafting serves as a mechanism reflecting how proactive personality affects creative performance, and this study explored whether these relationships are moderated by high-involvement work systems. Drawn from the conservation of resources theory to develop a cross-level moderated mediation model, a three-wave longitudinal study was conducted with 346 employees and their supervisors in 27 high technology firms in China. This study found that proactive personality was positively related to creative performance and that job crafting mediated the relationship between proactive personality and creative performance, and an indirect effect of proactive personality on creative performance through job crafting was significant when high-involvement work systems was low but not high. Thus, the research results indicate that when human resource management involves less participatory management, incentive rewards, extensive training and information sharing, proactive employees can draw from their personality to craft their job tasks, relations and cognitions, thereby improving creative performance. The theoretical and managerial implications, limitations, and future research directions are discussed.