授权型领导对数字化创造力的影响机制研究

基于创造力系统观，探讨授权型领导对数字化创造力的影响，以及自我效能和虚拟性在其中的作用。结果表明授权型领导对数字化创造力存在显著正向影响，授权型领导与虚拟性的交互效应也呈显著正向影响，当虚拟性水平高时，授权型领导高低对数字化创造力的存在显著正向影响。研究也验证了有调节的中介作用，当虚拟性水平高时，授权型领导经由创造性自我效能感正向影响数字化创造力的作用变强。本研究系统地揭示数字化创造力形成机理和边界条件，为企业激发数字创新、实施数字管理等提供理论指导。     

外在奖励对内在动机的影响

一直以来,奖励,无论是物质奖励还是精神奖励,都被作为一种重要的激励方式应用在社会生活的各个方面,而在教学活动中,则更是因行为主义的影响而尤为重视奖励的作用。近年来,有越来越多的证据表明以控制行为为目的奖励存在破坏内在动机、阻碍创造力发挥、使得被奖励的活动价值丧失,以及对达成目标不能给出有益信息等负面影响,这些影响已经极大地破坏了学习的积极性。Kohn提出的3C理论或可在指导教育教学实践排除奖励的消极影响。     

家长式领导对多层面创造力的作用机制

作为一种具有中国文化特色的领导模式, 家长式领导对多层面的创造力均有显著影响。基于对以往实证研究的分析, 文章针对家长式领导及其维度与多层面创造力之间的直接关系、交互效应、调节效应与作用机制等问题进行了梳理与阐述, 构建了“家长式领导影响员工及团队创造力的作用机制”模型; 进而指出, 家长式领导对员工创造力的作用受到工作情境、个体因素的调节效应并有赖于个体心理认知和社会关系的中介作用, 它还以团队认知和团队互动为中介作用于团队创造力。未来研究应努力拓展研究层次, 丰富研究方法, 并从跨文化视角系统探索家长式领导对多层面创造力的作用机制。     

环境温度对消费者创造力的影响

消费者创造力对消费者、企业和社会都具有重要的意义,已有的研究对影响消费者创造力的因素进行了积极的探讨,但是关于环境因素如何影响消费者创造力仍有很多研究空白。本研究探讨了常见的环境温度对消费者创造力的影响及作用机制。因为温暖（相比凉爽）的环境会损耗消费者的一部分认知资源,导致他们更多采用经验加工的信息处理方式,因此会提升创造力。但是,当温度过高,人们会产生更多的负面情绪,因而不再有利于提升创造力。     

恶意创造力:概念、测量方法、影响因素以及研究展望

与传统创造力研究强调创造力的积极作用不同,恶意创造力研究强调创造力背后的恶意目的和消极结果。它深入挖掘创造力的阴暗面,创立了崭新的恶意创造力概念。问题解决任务和发散思维测验是当前恶意创造力测量的主要范式,前者针对恶意创造力产品;后者侧重于对恶意创造力思维过程进行考察。情境、人格特质以及情绪是恶意创造力的主要影响因素。未来该领域应当在基本概念问题、测量方法问题以及从实证角度深化恶意创造力研究等方面进一步拓展和深入。     

应激影响创造力的神经生理机制

人类的很多创造性活动都在一定程度的应激状态下完成,探讨应激与创造力之间的关系成为当前的一个研究焦点。本文从神经内分泌的新视角,梳理了多巴胺、去甲肾上腺素与创造力之间的关系,以及二者在应激影响创造性认知加工过程中的内在神经调节机制,力图揭示应激如何通过神经递质调节大脑神经反应进而对创造力产生影响。未来研究应该综合运用多模态手段,继续探索HPA轴在应激影响创造力中的中介作用机制,并从神经内分泌系统动态平衡机制的视角构建神经科学分子水平-脑网络-行为的综合框架。     

辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用

近年来, 辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上, 本研究构建了一个有调节的中介作用模型, 以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略, 以93名主管和369名员工为对象, 通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析, 结果表明：主管的辱虐管理行为会通过心理契约破坏的中介作用, 对员工创造力产生间接的消极影响; 但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件, 研究结果对企业员工创造力及创新行为的管理实践也有一定启示。     

青少年心理韧性与恶意创造性行为倾向的关系

恶意创造力因其独特的“危害性”而与一般创造力有所区分。积极的人格特质如心理韧性由于可以促进一般创造力但对恶意有所抑制, 故其对恶意创造力的影响尚不清楚。通过2个研究考察心理韧性与恶意创造力的关系及其作用机制, 以及心理韧性与应激对恶意创造力的共同作用。结果表明：心理韧性水平能够显著负向预测青少年的恶意创造性行为, 且主要通过积极应对方式对恶意创造性行为起作用; 心理韧性对恶意创造性行为的影响也会受到应激环境的调节, 即相对于非应激条件, 应激条件下削弱了积极应对方式对恶意创造性行为的抑制作用。这些结果表明有必要注重培养青少年的心理韧性以抵御外界环境的不良影响, 并正确引导其创造力的发展。     

多巴胺、5-羟色胺通路相关基因及家庭环境对创造力的影响及其作用机制

创造力的遗传基础是近年来创造力研究领域的前沿和热点问题, 但仍尚处于起步阶段, 也未有研究系统探讨遗传与环境因素的交互作用对创造力的影响及其作用机制。本课题拟在中国汉族人群中考察多巴胺(DA)、5-羟色胺(5-HT)神经递质通路上的32个基因约700个多态性位点与创造力的关系, 并首次探讨家庭环境在遗传多态性与创造力关系中的调节作用。研究内容包括：(1)通过单基因、基于通路以及基因—基因交互作用的关联分析, 考察遗传多态性对创造力的影响, 揭示创造力的遗传基础; (2)通过基因—环境交互作用的关联分析, 考察家庭环境在遗传与创造力关系中的调节作用; (3)通过结构方程模型的比较分析, 揭示遗传与家庭环境在创造力两个方面(创造思维与创造人格)共享的与特异的作用机制。该项目成果能够从遗传与环境交互作用的角度阐明创造力个体差异的原因, 有助于构建基于创造力个体差异分析的理论模型, 对创造人才的鉴别和培养具有重要现实意义。     

动物创造创新:最简单的智慧闪光

动物创造力既有重要的生态和进化意义,也为人类创造力的研究提供了借鉴与启发。文章首先概括了近年学者们对动物创造力的定义;其次介绍了动物创造力理论的变化;重点总结了影响动物创造力的内部因素,分别是动物的探索性、新异恐惧、学习能力和坚持性,随后针对动物创造力不同脑区及相关神经递质的研究进行了展开讨论,并对动物创造力未来的研究方向进行了展望。     

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。     

Group Creativity: The Effects of Extrinsic,Intrinsic, and Obligation Motivations

ABSTRACT: Creativity-reducing extrinsic motivation generally has been associated with rewards tied to task performance. However, there is also evidence that creativity-affecting motivation may also result from extrinsic rewards that are not tied to task performance. This type of motivation may be due to feelings of obligation. A research model is developed that examined how such obligation motivation differs from extrinsic and intrinsic motivations in terms of influencing creativity. Given the importance of groups in organizations, the focus is on motivation and creativity within interacting groups. A laboratory experiment is performed that involved groups determining requirements for an academic information system. The results support a conceptual differentiation between the three types of motivation.     

The Effects of Extrinsic Motivation on Scientific and Artistic Creativity among Middle School Students

The present study tested the effects of extrinsic motivation on scientific and artistic creativity among Chinese middle school students. In Study 1, a between-groups design was applied to examine the effects of expected rewards on scientific and artistic creativity among 123 students, and in Study 2 the same design was applied to examine the effects of expected evaluation from different raters on scientific and artistic creativity among 120 students. We also considered the effects of grade and gender in both studies. The results of Study 1 indicated that expected material reward had significant negative effects on scientific creativity for 7th graders, while expected social reward had significant positive effects on scientific creativity for 8th graders, and both expected material and social rewards had significant positive effects on artistic creativity. The results of Study 2 indicated that expected evaluation from teachers and classmates had significant negative effects on scientific creativity and significant positive effects on artistic creativity. These results suggest that there is no one-size-fits-all answer to the effects of extrinsic motivation and creativity, Factors such as culture, type of extrinsic motivation, grade, and domains of creativity must be fully considered when cultivating adolescents’ creativity.     

Rewards and creative performance: a meta-analytic test of theoretically derived hypotheses

Although many scholars and practitioners are interested in understanding how to motivate individuals to be more creative, whether and how rewards affect creativity remain unclear. We argue that the conflicting evidence may be due to differences between studies in terms of reward conditions and the context in which rewards are offered. Specifically, we examine 5 potential moderators of the rewards-creative performance relationship: (a) the reward contingency, (b) the extent to which participants are provided information about their past or current creative performance, (c) the extent to which the reward and context offer choice or impose control, (d) the extent to which the context serves to enhance task engagement, and (e) the extent to which the performance tasks are complex. Using random-effects models, we meta-analyzed 60 experimental and nonexperimental studies (including 69 independent samples) that examined the rewards-creativity relationship with children or adults. Our results suggest that creativity-contingent rewards tend to increase creative performance-and are more positively related to creative performance when individuals are given more positive, contingent, and task-focused performance feedback and are provided more choice (and are less controlled). In contrast, performance-contingent or completion-contingent rewards tend to have a slight negative effect on creative performance.     

Rewards,Intrinsic Motivation,and Creativity: A Case Study of Conceptual and Methodological Isolation

Three decades of research have failed to produce general agreement concerning the effects of reward on creativity. We believe that the problem stems not from any great complexity of research findings, but primarily from the clash between romantic and behaviorist worldviews concerning basic human nature. Isolation of these research camps has produced narrow perspectives and failures to correct persisting methodological flaws. Research correcting these flaws suggests that rewards for novel performance increase intrinsic motivation and creativity, whereas rewards for conventional performance decrease intrinsic motivation and creativity. Creative motivational orientation, enhanced by rewards, strongly affects innovative performance.     

绩效薪酬对员工突破性创造力和渐进性创造力的影响

研究分别从认知评价理论和习得性努力理论视角考察了绩效薪酬对员工突破性创造力和渐进性创造力的影响及其作用机制, 并检验了变革型领导和交易型领导对上述两条路径的调节效应。基于24家企业的364对上下级匹配数据的研究结果表明：绩效薪酬对内在动机和突破性创造力没有显著的影响, 对外在动机和渐进性创造力有显著的正向影响。变革型领导调节绩效薪酬与突破性创造力的关系：高变革领导情境下, 绩效薪酬通过正向影响内在动机间接对突破性创造力产生正向影响; 低变革领导情境下, 绩效薪酬通过负向影响内在动机间接对突破性创造力产生负向影响。交易型领导调节绩效薪酬与渐进性创造力的关系：交易型领导通过强化绩效薪酬对外在动机的影响进而放大了绩效薪酬对渐进性创造力的正向效应。针对上述结果, 讨论了本文的理论与实践意义。     

Entrepreneurial Creativity Through Motivational Synergy

This paper defines and describes entrepreneurial creativity, which is the generation and implementation of novel, appropriate ideas to establish a new venture. Entrepreneurial creativity can be exhibited in established organizations as well as in start-up firms. The central thesis of this paper is that entrepreneurial creativity requires a combination of intrinsic motivation and certain kinds of extrinsic motivation — a motivational synergy that results when strong levels of personal interest and involvement are combined with the promise of rewards that confirm competence, support skill development, and enable future achievement.     

Understanding when bad moods foster creativity and good ones don't: the role of context and clarity of feelings

Using a mood-as-input model, the authors identified conditions under which negative moods are positively related, and positive moods are negatively related, to creative performance. Among a sample of workers in an organizational unit charged with developing creative designs and manufacturing techniques, the authors hypothesized and found that negative moods were positively related to creative performance when perceived recognition and rewards for creative performance and clarity of feelings (a metamood process) were high. The authors also hypothesized and found that positive moods were negatively related to creative performance when perceived recognition and rewards for creativity and clarity of feelings were high.     

Copying without rewards: socially influenced foraging decisions among brown capuchin monkeys

An individual’s foraging activity can be influenced by the choices made by nearby conspecifics. The interest shown in the location and characteristics of a feeding patch may depend on the feeding success of a conspecific there, a process that needs to be distinguished from choices guided by rewards to the observer itself. We investigated how rewards for both self and others influence the foraging choices of captive capuchin monkeys (Cebus apella). Thirteen adult capuchins observed familiar female conspecific models explore one of three opaque boxes under three conditions. In the first, there were no rewards available to either monkey; in the second, rewards were available to the model only; and in the third, both monkeys could retrieve a reward. Under all conditions, subjects more often explored the same box as the model than was expected by chance. Thus, without ever receiving a reward themselves or without seeing another receive rewards, subjects’ searches were directed at the box explored by another monkey. The tendency to match the model’s choice increased if the subject was rewarded. We compared these results to control conditions in which the model was either absent, or present but not allowed to demonstrate. Subjects’ located the reward less often in control conditions, than in the experimental conditions. We conclude that extrinsic rewards, while helpful, are not required for partners to influence the foraging choices of capuchins, and that the unrewarded copying of foraging choices demonstrated here may provide the basis for additional social influences on learning. This contribution is part of the Special Issue “A Socioecological Perspective on Primate Cognition” (Cunningham and Janson 2007)