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。     

Subjective relational experiences and employee innovative behaviors in the workplace

This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The results of Study 1 indicate that subjective relational experiences directly and indirectly, through affective commitment, are associated with employee engagement in innovative behaviors. The results of Study 2 indicate that subjective relational experiences are positively related to psychological availability, creative self-efficacy, and engagement in innovative behaviors. In addition, the findings of Study 2 indicate that creative self-efficacy fully mediates the relationship between psychological availability and engagement in innovative behaviors, and partially mediates the link between subjective relational experiences and employee engagement in innovative behaviors. The findings of both studies provide further support to the theoretical distinction between psychological state engagement and behavioral engagement at work.     

Positive Psychological States and Employee Creativity: The role of Ethical Leadership

This study explores a new theoretical model of employee creativity by investigating the impact of ethical leadership on creativity mediated by creative self-efficacy and psychological safety. Data collected from 200 supervisor–subordinate dyads in Pakistan reveal that ethical leadership is positively related to creativity. Further, psychological safety partially mediates the relationship between ethical leadership and creativity. However, creative self-efficacy is found insignificant in the relationship between ethical leadership and creativity. The study discusses research and practical implications of the proposed new theoretical framework with regard to employee creativity.     

心理弹性如何影响员工创造力：心理安全感与创造力自我效能感的作用

摘 要 通过对350名知识型员工及其领导的配对问卷调查,探讨心理弹性对知识型员工创造力的作用机制。结果表明,心理弹性对心理安全感有显著的正向影响;心理安全感完全中介了心理弹性对创造力的影响;创造力自我效能感调节了心理安全感对创造力的正向作用;创造力自我效能感调节了心理安全感在心理弹性与创造力之间的中介作用。     

Fostering Employee Creativity through Transformational Leadership: Moderating Role of Creative Self-Efficacy

This study examined the moderating role of creative self-efficacy in predictions of employees’ creativity through transformational leadership. Data from a dyadic sample of 424 employees and their immediate supervisors were collected and analyzed. The results signify that transformational leaders promote creativity among their subordinates. Further, a significant moderating role of creative self-efficacy was found in the relationship between transformational leadership and employee creativity. The findings reveal that employees working under transformational leaders more likely to resort creative behavior when they perceive high creative-self-efficacy.     

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。     

Proactive Personality and Innovative Work Behavior: the Mediating Effects of Affective States and Creative Self-Efficacy in Teachers

The purpose of the current study was to examine the influence proactive personality on innovative work behavior in teaching profession and investigate the potential mediating effects of affective states and creative self-efficacy on this relationship. Proactive Personality Scale, Positive and Negative Affect Schedule, Creative self-efficacy Scale and Teachers’ Innovative Work Behavior Scale were administered to 352 primary and middle school teachers in China. Results showed that proactive personality was significantly positively associated with teachers’ innovative work behavior. Furthermore, mediation analyses revealed that the impact of proactive personality on teachers’ innovative work behavior were simply mediated by positive affect and creative self-efficacy and sequential mediated by positive affect–creative self-efficacy and negative affect–creative self-efficacy. These findings provide a new perspective in understanding the intervening mechanisms underlying proactive personality on innovative work behavior. The possible explanations and limitations are discussed.     

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。     

Personal Accomplishment,Mentoring, and Creative Self-Efficacy as Predictors of Creative Work Involvement: The Moderating Role of Positive and Negative Affect

This research explores the relationships among personal accomplish- ment, mentoring, affect, creative self-efficacy, and creative involvement. With a sample of working adults (N = 242), structural equation modeling results revealed that the data fit the theoretical model well in that creative self-efficacy fully mediated the relationships between personal accomplishment and creative work involvement and between mentoring and creative work involvement. Hierarchical regression analyses demonstrated that positive affect moderated the relationship between personal accomplishment and creative self-efficacy but negative affect did not, signifying that positive affect may be a necessary situational factor to optimize the personal accomplishment-creative self-efficacy link. In contrast, negative but not positive affect moderated the link between mentoring experiences and creative self-efficacy, suggesting that mentoring experiences associated with negative affect situationally may have been likely to have a significant consequence in weakening creative self-efficacy. The findings expand upon self-efficacy and mentoring theories by highlighting the importance of employing theoretically relevant moderating and mediating variables in research investigating the etiology of possible variables associated with vital workplace outcomes.     

AN EXAMINATION OF LEADERSHIP AND EMPLOYEE CREATIVITY: THE RELEVANCE OF TRAITS AND RELATIONSHIPS

Creativity is becoming a topic of ever-increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single-domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed.     

Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy

Adopting a dynamic within-person perspective on employee innovation, the present study investigates the role of situational job autonomy and momentary work engagement as day-level correlates of innovative behaviour. Anticipating individual differences in the strength of these intraindividual associations, we propose dispositional creative self-efficacy (CSE) to serve as a cross-level moderating influence amplifying the day-specific predictive power of autonomy and work engagement for innovative behaviour. Hierarchical linear modelling analyses of the nested data from 123 employees surveyed over 5 consecutive work days suggest that both autonomy and work engagement positively predict self-reported innovative behaviour on a daily basis. Whereas the engagement–innovation link emerges as homogenous across persons, results indicate that the daily within-person effect of autonomy on innovative behaviour varies significantly as a function of CSE such that it is greater for individuals who hold higher rather than lower CSE beliefs. Implications for future research, limitations, and practical implications are discussed.     

Creative Potential and Multicultural Experiences: The Mediating Role of Creative Self-Efficacy

In two studies, one in Mexico and another one in Germany, we examined the indirect influence of self-reported multicultural experience on creative potential, through its influence on creative self-efficacy, and its direct influence on creative personal identity. In both studies, business students from Mexico and Germany completed a battery of questionnaires assessing creative self-efficacy (with two different operationalizations), creative personal identity, multicultural experiences, and a divergent thinking task designed to generate ideas to solve two different business problems. Structural equation modeling was used to test our hypotheses. Results from both studies found a positive relationship between self-reported multicultural experiences and creative personal identity. Similarly, multicultural experiences had an indirect, positive relationship with originality scores from a divergent thinking task, through its influence on creative self-efficacy. Hence, the positive influence of multicultural experience on creative potential, through creative self-efficacy, was established in two countries and with different operationalizations, trait like versus state like, of creative self-efficacy. The implications of the results were discussed.     

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.     

Creative Self-Efficacy: The Influence of Affective States and Social Persuasion as Antecedents and Imagination and Divergent Thinking as Consequences

Two studies examined the influence of encouragement for creativity, curiosity, harmonious passion, and autonomy support as antecedents of creative self-efficacy and imagination and divergent thinking as consequences. College students completed a battery of questionnaires. Structural equation modeling treating the variables as latent and not normally distributed was used to test our hypotheses. Results from study 1 showed a positive influence of encouragement for creativity and curiosity on creative self-efficacy. Similarly, creative self-efficacy was a positive predictor of reproductive and creative imagination. Results from study 2 showed a positive effect of harmonious passion on creative self-efficacy. Creative self-efficacy was a positive predictor of fluency and originality scores from a divergent thinking task. The theoretical and applied implications of the results were discussed.     

Exploring the Role of Risk in Employee Creativity

This paper argues that creative behavior requires an employee to be willing to engage risk. Aside from the discussion of risk propensity as an individual difference, a new situational variable will be developed and tested: willingness to take risks (WTR). WTR captures the employee's willingness to engage risks in their work and is positioned as an important influence on creative behavior. The results of a field study indicate that WTR is a significant predictor of employee creativity and, in addition, mediates the relationship between encouragement and creativity. The results are discussed in light of the current literature on employee creativity.     

Creative Metacognitive Feelings as a Source of Information for Creative Self-efficacy,Creativity Potential,Intrapersonal Idea Selection,and Task Enjoyment

Creativity scholars try to untangle the commonalities and differences between creative self-beliefs: creative self-efficacy, creative self-concept, creative metacognition, and creative role identity. While these efforts are already contributing significantly, we would like to suggest that for creative metacognition, we need to go beyond the assessment of confidence beliefs and regulation and include creative metacognitive feelings and intrapersonal idea selection as two additional components. To test the validity of our proposition, this study examined the influence of creative metacognitive feelings on creative self-efficacy, creative potential, accurate intrapersonal idea selection (agreement between individuals’ selection of their most creative idea and two independent judges’ selection of the participants’ best idea), and task enjoyment. To elicit metacognitive feelings, participants were randomly assigned to remember and write down two or six instances in their lives in which they generated novel and useful ideas that helped solve a problem. Participants then completed a questionnaire assessing creative self-efficacy, ease of recall as a proxy of metacognitive feelings, performance on a divergent thinking task, and task enjoyment. Results showed an indirect influence of recalling fewer examples on creative self-efficacy through its influence on metacognitive feelings. Metacognitive feelings then had an indirect influence, through creative self-efficacy, on creative potential and task enjoyment.     

Triggering Creative Self-Efficacy to Increase Employee Innovation Behavior in the Hospitality Workplace

This study investigated how creative personality, psychological empowerment, and job stress affect creative self-efficacy and innovative behavior in hospitality employees. A hypothesized moderating role of knowledge-sharing role in the relationship between creative self-efficacy and innovative behavior was also tested. Three hundred and thirty-nine employees and 89 supervisors employed by International Tourist Hotels in Taiwan participated in the study. A structural equation modeling analysis indicated that creative self-efficacy significantly mediates the effects of creative personality and psychological empowerment on innovative behavior in the hospitality industry. The positive effect of creative self-efficacy on innovative behavior was larger in high knowledge-sharing work environments than in low knowledge-sharing work environments. Theoretical and practical implications are further discussed.     

Creative Self-Efficacy: Correlates in Middle and Secondary Students

ABSTRACT: This study examined correlates of creative self-efficacy (i.e., self-judgments of creative ability) in middle and secondary students (N = 1,322). Results indicate that students' mastery- and performance-approach beliefs and teacher feedback on creative ability were positively related to students' creative self-efficacy. Creative self-efficacy was also linked to student reports of their teachers not listening to them and sometimes feeling that their teachers had given up on them. Students with higher levels of creative self-efficacy were significantly more likely to hold more positive beliefs about their academic abilities in all subject areas and were significantly more likely to indicate that they planned to attend college than students with lower levels of creative self-efficacy. Finally, students with higher levels of creative self-efficacy were significantly more likely to report higher levels of participation in after-school academics and after- school group activities. Implications for creativity research and practice are discussed.     

Creative Self-Efficacy: An Exploration of Its Antecedents,Consequences, and Applied Implications

Creativity and innovation are at the core of important outcomes such as economic and sales growth, production of articles and students' learning. Thus, it is not surprising to find research articles on creativity and innovation across different disciplines such as business, psychology, and education. Given the importance of understanding creativity and innovation, we reviewed the empirical literature examining the antecedents and consequences of creative self-efficacy in the work domain. Our review used the theory of individual creative action and social cognitive theory as guiding frameworks to place creative self-efficacy in the creativity and innovation process, define creativity and innovation, explore how creative self-efficacy has been measured, examine the antecedents and consequences of creative self-efficacy, point out gaps in knowledge and offer suggestions for future research and provide some applied implications. One important finding was that creative self-efficacy has made a significant contribution as a process variable explaining how several organizational and personal factors influence creative outcomes via their influence on creative self-efficacy.     

意义治疗的团体辅导对于戒毒者复吸倾向的影响

摘 要: 考察意义治疗的团体辅导对于戒毒者复吸倾向的干预效果。选择生命意义感较低的被试18名进入实验组,并选择与其分数匹配的18名被试组成对照组。后测结果表明,与控制组相比,实验组被试的价值感、效能感、成就感和生命意义感均有显著提升,复吸倾向显著降低。结论: 意义治疗的团体辅导能够显著提高戒毒人员的创造性价值类生命意义源和生命意义感,显著降低其复吸倾向。提升创造价值与对苦难的理解是提高生命意义感的有效途径。