组织创新导向对研发人员创新绩效的影响——创造力与差错管理氛围的作用
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摘要
整合工作动机理论,以企业创新责任的主要承担者——研发人员为研究对象,利用来自中国6个城市的417份调查问卷,采用层级回归方法,探讨了组织创新导向对研发人员创新绩效的影响,并检验了创造力的中介作用和差错管理氛围的调节作用。实证研究结果表明:组织创新导向对研发人员创新绩效具有显著的正向影响;创造力对研发人员的创新绩效具有显著的正向影响,并在组织创新导向对研发人员创新绩效的影响中起部分中介作用;差错管理氛围在创新精神对研发人员创新绩效的影响中起显著的正向调节作用;差错管理氛围在冒险精神对研发人员创新绩效的影响中起正向调节作用,但不显著。
This paper integrates the work motivation theory,and takes the main undertaker of corporate innovation responsibility-R&D staff as the research object,and adopts the 417 survey questionnaires from 6 cities in China to study the impact of organizational innovation orientation on innovation performance of R&D personnel empirically by the hierarchical regression method,as well as the mediating role of creativity and the regulatory role of error management atmosphere.The empirical research results show as follows:organizational innovation orientation has a significant positive impact on R&D personnel's innovation performance;creativity has a significant positive impact on R&D personnel's innovation performance,and plays an intermediate role in the impact of organizational innovation orientation on R&D personnel's innovation performance;error management atmosphere plays a significant positive role in the impact of innovation spirit on R&D personnel's innovation performance;error management atmosphere plays a positive regulatory role in the impact of adventurous spirit on R&D personnel's innovation performance,but it is not significant.
This paper integrates the work motivation theory,and takes the main undertaker of corporate innovation responsibility-R&D staff as the research object,and adopts the 417 survey questionnaires from 6 cities in China to study the impact of organizational innovation orientation on innovation performance of R&D personnel empirically by the hierarchical regression method,as well as the mediating role of creativity and the regulatory role of error management atmosphere.The empirical research results show as follows:organizational innovation orientation has a significant positive impact on R&D personnel's innovation performance;creativity has a significant positive impact on R&D personnel's innovation performance,and plays an intermediate role in the impact of organizational innovation orientation on R&D personnel's innovation performance;error management atmosphere plays a significant positive role in the impact of innovation spirit on R&D personnel's innovation performance;error management atmosphere plays a positive regulatory role in the impact of adventurous spirit on R&D personnel's innovation performance,but it is not significant.
引文
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[3]徐鹏,白贵玉,陈志军.知识型员工参与激励与创新绩效关系研究---组织公民行为的非线性中介作用[J].科学学与科学技术管理,2016,37(5):129-137.
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[7]JANSSEN O,VAN YPEREN N W.Employees'goal orientations,the quality of leader-member exchange,and the outcomes of job performance and job satisfaction[J].A-cademy of Management Journal,2004,47(3):368-384.
[8]BHARADWAJ S,MENON A.Making innovation happen in organizations:individual creativity mechanisms,organizational creativity mechanisms or both?[J].Journal of Product Innovation Management,2000,17(6):424-434.
[9]李先江.突破性营销创新对创新导向和企业绩效间关系的中介效应研究---基于湖北省企业的实证研究[J].管理评论,2011,23(11):69-75.
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[12]HURLEY R F,HULT T G.Innovation,market orientation and organizational learning an integration and empirical examination[J].Journal of Marketing,1998,62(7):42-54.
[13]阮国祥,毛荐其,马立强.员工即兴行为对个体创新绩效作用机制的跨层次研究---基于新能源创业企业的实证[J].中国软科学,2015(1):108-117.
[14]徐冬冬.高科技企业员工创新能力与创新绩效的关系---基于创新氛围的视角[J].湖北民族学院学报(哲学社会科学版),2014,32(4):64-67.
[15]杨智,张茜岚.市场导向与创新导向:企业卓越绩效的来源[J].现代管理科学,2008(4):68-70.
[16]MARTENSEN A,DAHLGAARD J J.Strategy and planning for innovation management-supported by creative and learning organisations[J].International Journal of Quality&Reliability Management,1999,16(16):878-891.
[17]李悦.组织创新导向的内涵及其对组织创新绩效的影响研究[J].中国科技论坛,2012(11):5-10.
[18]张宁俊,袁梦莎,付春香,等.差错管理氛围与员工创新行为的关系研究[J].科研管理,2015,36(S1):94-101.
[19]EDMONDSON A C.Learning from mistakes is easier said than done:group and organizational influences on the detection and correction of human error[J].Journal of Applied Behavioral Science,1996,32(1):5-32.
[20]KERIN R A,VARADARAJAN P R,PETERSON R A.First-mover advantage:a synthesis,conceptual framework,and research propositions[J].Journal of Marketing,1992,56(4):33-52.
[21]AMABILE T M.Motivating creativity in organizations:on doing what you love and loving what you do[J].California Management Review,1997,40(1):39-58.
[22]杜鹏,万后芬.创新导向与市场导向的融合---一个实证研究[J].中大管理研究,2006,20(2):33-52.
[23]杨智,张茜岚,谢春燕.企业战略导向的选择:市场导向或创新导向---基于湖南省高新技术开发区企业的实证研究[J].科学学研究,2009,27(2):278-288.
[24]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007(5):62-77.
[25]王忠,熊立国,郭欢.知识员工创造力人格、工作特征与个人创新绩效[J].商业研究,2014(5):108-114.
[26]PINDER C C.Work motivation in organizational behavior,second edition,2nd edition[J].NJ:PrenticeHall,1998.
[27]BANDURA A.Self-efficacy:Towards a unifying theory of behavioral change[J].Psychology Review,1997,84(2):191-215.
[28]HURLEY R F.Innovation,market orientation,and organizational learning:an integration and empirical examination[J].Journal of Marketing,1998,62(3):42-54.
[29]JONG J P J D,KEMP R.Determinants of co-workers'innovative behaviour:an investigation into knowledge intensive services[J].International Journal of Innovation Management,2003,7(2):24.
[30]杨珍.领导者创新精神对员工创新绩效的影响研究---创新气氛的中介作用[J].教育理论与实践,2012,32(22):45-48.
[31]杨波,卢嘉琦.面向企业技术创新风险的竞争情报预警动力学建模与仿真[J].情报学,2017,35(4):61-67.
[32]倪清,吴成颂,徐慧,等.谦卑型文化与知识型员工创新绩效关系:风险承担意愿与情感信任的链式中介模型[J].科技进步与对策,2017,34(11):132-139.
[33]TORRANCE E P.Adventuring in creativity[J].Childhood Education,1963,40(2):79-87.
[34]AMABILE T M,CONTI R,COON H,et al.Assessing the work environment for creativity[J].Academy of Management Journal,1996,39(5):1154-1184.
[35]ZHOU J,HOEVER I J.Research on workplace creativity:a review and redirection[J].Social Science Electronic Publishing,2014,1(1):333-359.
[36]孙永波,丁沂昕.集群效应下知识溢出、创新能力及创新绩效关系研究[J].北京行政学院学报,2018(1):88-96.
[37]PATTERSON M,WARR P,ABSTRACT M W.Organizational climate and company productivity:the role of employee affect and employee level[J].Journal of Occupational&Organizational Psychology,2011,77(2):193-216.
[38]张丽,王艳平.基于层次回归模型的员工创造力、创新绩效与创新氛围关系研究[J].哈尔滨商业大学学报(社会科学版),2018(2):65-73.
[39]郑建君,金盛华.中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量[J].心理与行为研究,2010,8(4):274-278.
[40]WYNDER M.The interaction between domain-relevant knowledge and control system design on creativity[J].Australian Journal of Management,2007,32(1):135-152.
[41]张婧.市场导向和企业绩效的因果关系研究[J].管理评论,2005(1):41-46.
[42]洪自强.工作背景下的差错管理及其应用[J].外国经济与管理,2000(4):2-6.
[43]VAN D C,FRESE M,BAER M,et al.Organizational error management culture and its impact on performance:a two-study replication[J].Journal of Applied Psychology,2005,90(6):1228.
[44]杜鹏程,贾玉立,倪清.差错能成为创新之源吗---基于差错管理文化对员工创造力影响的跨层次分析[J].科技管理研究,2015(9):161-166.
[45]邓玉林,王杰.上级发展性反馈、创新效能感与员工创新行为:差错管理氛围的调节作用[J].领导科学,2018(17):23-26.
[46]陈文沛.差错管理气氛对员工创新行为的影响跨层次模型分析[J].现代财经-天津财经大学学报,2013(10):121-129.
[47]朱颖俊,裴宇.差错管理文化、心理授权对员工创新行为的影响:创新效能感的调节效应[J].中国人力资源开发,2014(17):23-29.
[48]姚艳虹,衡元元.知识员工创新绩效的结构及测度研究[J].管理学报,2013,10(1):97-102.
[49]GEORGE J M,ZHOU J.When openness to experience and conscientiousness are related to creative behavior:an interactional approach[J].Journal of Applied Psychology,2001,86(3):513.
[50]CIGULAROV K P,CHEN P Y,ROSECRANCE J.The effects of error management climate and safety communication on safety:a multi-level study[J].Accident;Analysis and Prevention,2010,42(5):1498.
[51]孙锐.薪酬、授权、培训、职业发展与组织创新关系研究[J].科研管理,2010,31(2):57-64.
[2]JACKSON S E,HITT M A,DENISI A S.Knowledge for sustained competitive advantage:designing strategies for effective human resource management[J].Organizational Frontiers,2003,57(1):227-230.
[3]徐鹏,白贵玉,陈志军.知识型员工参与激励与创新绩效关系研究---组织公民行为的非线性中介作用[J].科学学与科学技术管理,2016,37(5):129-137.
[4]BIRKINSHAW J,HAMEL G,MOL M J.Management innovation[J].Academy of Management Review,2008,33(4).
[5]AMABILE T M.A model of creativity and innovation in organizations[J].Research in Organizational Behavior,1988,10(3):123-167.
[6]KING N.Innovation at work:the research literature[J].Innovative Theories Tools&Practices in Work&Organizational,1990(5):15-59.
[7]JANSSEN O,VAN YPEREN N W.Employees'goal orientations,the quality of leader-member exchange,and the outcomes of job performance and job satisfaction[J].A-cademy of Management Journal,2004,47(3):368-384.
[8]BHARADWAJ S,MENON A.Making innovation happen in organizations:individual creativity mechanisms,organizational creativity mechanisms or both?[J].Journal of Product Innovation Management,2000,17(6):424-434.
[9]李先江.突破性营销创新对创新导向和企业绩效间关系的中介效应研究---基于湖北省企业的实证研究[J].管理评论,2011,23(11):69-75.
[10]郭贤达,孙瑾,吴坚,等.顾客导向和创新导向对企业绩效的影响机制研究[J].南开管理评论,2009,12(3):67-73.
[11]MENGUC B,AUH S.Creating a firm-level dynamic capability through capitalizing on market orientation and innovativeness[J].Journal of the Academy of Marketing Science,2006,34(1):63-73.
[12]HURLEY R F,HULT T G.Innovation,market orientation and organizational learning an integration and empirical examination[J].Journal of Marketing,1998,62(7):42-54.
[13]阮国祥,毛荐其,马立强.员工即兴行为对个体创新绩效作用机制的跨层次研究---基于新能源创业企业的实证[J].中国软科学,2015(1):108-117.
[14]徐冬冬.高科技企业员工创新能力与创新绩效的关系---基于创新氛围的视角[J].湖北民族学院学报(哲学社会科学版),2014,32(4):64-67.
[15]杨智,张茜岚.市场导向与创新导向:企业卓越绩效的来源[J].现代管理科学,2008(4):68-70.
[16]MARTENSEN A,DAHLGAARD J J.Strategy and planning for innovation management-supported by creative and learning organisations[J].International Journal of Quality&Reliability Management,1999,16(16):878-891.
[17]李悦.组织创新导向的内涵及其对组织创新绩效的影响研究[J].中国科技论坛,2012(11):5-10.
[18]张宁俊,袁梦莎,付春香,等.差错管理氛围与员工创新行为的关系研究[J].科研管理,2015,36(S1):94-101.
[19]EDMONDSON A C.Learning from mistakes is easier said than done:group and organizational influences on the detection and correction of human error[J].Journal of Applied Behavioral Science,1996,32(1):5-32.
[20]KERIN R A,VARADARAJAN P R,PETERSON R A.First-mover advantage:a synthesis,conceptual framework,and research propositions[J].Journal of Marketing,1992,56(4):33-52.
[21]AMABILE T M.Motivating creativity in organizations:on doing what you love and loving what you do[J].California Management Review,1997,40(1):39-58.
[22]杜鹏,万后芬.创新导向与市场导向的融合---一个实证研究[J].中大管理研究,2006,20(2):33-52.
[23]杨智,张茜岚,谢春燕.企业战略导向的选择:市场导向或创新导向---基于湖南省高新技术开发区企业的实证研究[J].科学学研究,2009,27(2):278-288.
[24]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007(5):62-77.
[25]王忠,熊立国,郭欢.知识员工创造力人格、工作特征与个人创新绩效[J].商业研究,2014(5):108-114.
[26]PINDER C C.Work motivation in organizational behavior,second edition,2nd edition[J].NJ:PrenticeHall,1998.
[27]BANDURA A.Self-efficacy:Towards a unifying theory of behavioral change[J].Psychology Review,1997,84(2):191-215.
[28]HURLEY R F.Innovation,market orientation,and organizational learning:an integration and empirical examination[J].Journal of Marketing,1998,62(3):42-54.
[29]JONG J P J D,KEMP R.Determinants of co-workers'innovative behaviour:an investigation into knowledge intensive services[J].International Journal of Innovation Management,2003,7(2):24.
[30]杨珍.领导者创新精神对员工创新绩效的影响研究---创新气氛的中介作用[J].教育理论与实践,2012,32(22):45-48.
[31]杨波,卢嘉琦.面向企业技术创新风险的竞争情报预警动力学建模与仿真[J].情报学,2017,35(4):61-67.
[32]倪清,吴成颂,徐慧,等.谦卑型文化与知识型员工创新绩效关系:风险承担意愿与情感信任的链式中介模型[J].科技进步与对策,2017,34(11):132-139.
[33]TORRANCE E P.Adventuring in creativity[J].Childhood Education,1963,40(2):79-87.
[34]AMABILE T M,CONTI R,COON H,et al.Assessing the work environment for creativity[J].Academy of Management Journal,1996,39(5):1154-1184.
[35]ZHOU J,HOEVER I J.Research on workplace creativity:a review and redirection[J].Social Science Electronic Publishing,2014,1(1):333-359.
[36]孙永波,丁沂昕.集群效应下知识溢出、创新能力及创新绩效关系研究[J].北京行政学院学报,2018(1):88-96.
[37]PATTERSON M,WARR P,ABSTRACT M W.Organizational climate and company productivity:the role of employee affect and employee level[J].Journal of Occupational&Organizational Psychology,2011,77(2):193-216.
[38]张丽,王艳平.基于层次回归模型的员工创造力、创新绩效与创新氛围关系研究[J].哈尔滨商业大学学报(社会科学版),2018(2):65-73.
[39]郑建君,金盛华.中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量[J].心理与行为研究,2010,8(4):274-278.
[40]WYNDER M.The interaction between domain-relevant knowledge and control system design on creativity[J].Australian Journal of Management,2007,32(1):135-152.
[41]张婧.市场导向和企业绩效的因果关系研究[J].管理评论,2005(1):41-46.
[42]洪自强.工作背景下的差错管理及其应用[J].外国经济与管理,2000(4):2-6.
[43]VAN D C,FRESE M,BAER M,et al.Organizational error management culture and its impact on performance:a two-study replication[J].Journal of Applied Psychology,2005,90(6):1228.
[44]杜鹏程,贾玉立,倪清.差错能成为创新之源吗---基于差错管理文化对员工创造力影响的跨层次分析[J].科技管理研究,2015(9):161-166.
[45]邓玉林,王杰.上级发展性反馈、创新效能感与员工创新行为:差错管理氛围的调节作用[J].领导科学,2018(17):23-26.
[46]陈文沛.差错管理气氛对员工创新行为的影响跨层次模型分析[J].现代财经-天津财经大学学报,2013(10):121-129.
[47]朱颖俊,裴宇.差错管理文化、心理授权对员工创新行为的影响:创新效能感的调节效应[J].中国人力资源开发,2014(17):23-29.
[48]姚艳虹,衡元元.知识员工创新绩效的结构及测度研究[J].管理学报,2013,10(1):97-102.
[49]GEORGE J M,ZHOU J.When openness to experience and conscientiousness are related to creative behavior:an interactional approach[J].Journal of Applied Psychology,2001,86(3):513.
[50]CIGULAROV K P,CHEN P Y,ROSECRANCE J.The effects of error management climate and safety communication on safety:a multi-level study[J].Accident;Analysis and Prevention,2010,42(5):1498.
[51]孙锐.薪酬、授权、培训、职业发展与组织创新关系研究[J].科研管理,2010,31(2):57-64.
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