员工工作嵌入与创造力：有调节的中介模型
文献类型：学位论文
| 作者 | 林卓然 |
| 答辩日期 | 2024-06 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李 锋 |
| 关键词 | 工作嵌入 创造力 工作投入 主动型人格 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Job Embeddedness and Employees’ Creativity: A Moderated Mediation Model |
| 中文摘要 | In the post-pandemic era, the economic environment's uncertainty has intensified, and competition among enterprises has become fiercer. This necessitates that enterprises continuously adapt to changes through transformation and innovation. In the past two years, factors such as the uncertainty of the economic situation, insufficient domestic demand, and the complexity of the external environment have led to a tendency for employees to seek stability, resulting in a decrease in turnover. For enterprises, this "have to stay" stability of personnel cannot be fully transformed into sufficient work motivation and cannot truly increase creative behavior. Therefore, how to make employees truly root within the organization, generate positive concepts and attitudes, and thus create a team that can adapt to changes and be creative has become an important issue in current organizational management. Work engagement is an important concept in recent years exploring the closeness of the relationship between employees and the organizational environment. Research on work engagement helps organizations formulate more comprehensive and longterm talent management and training strategies. Previous research on the interactive relationship between organizations and individuals has focused more on the impact of emotional factors on employees' work behavior, but the comprehensive factors in work engagement that have a substantial impact on creativity and the specific processes and mechanisms by which they affect creativity have not yet been fully clarified, which is the core content of this study. At the same time, a large number of studies have shown that high work engagement has a positive correlation with the concept of work engagement, which represents a positive work state, and work engagement is an important factor in promoting creativity. Therefore, it can serve as a mediator, connecting the process from work engagement to creativity. In addition, individual characteristics also have different impacts on creativity. Although some previous studies have explained the correlation between personality traits and work performance, the extent of their impact on creativity has not yet reached a unified conclusion. Among the diverse personality traits, it has been found that individuals with a proactive personality have advantages in finding new methods, implementing new plans, and team communication and cooperation. These studies have recognized the positive role of proactive personality in creativity, but it is still necessary to further understand its regulatory role in different contexts from a diversified perspective. Therefore, this study takes work engagement as the independent variable, work engagement as the mediating variable, proactive personality as the regulatory variable, and introduces three theories (Conservation of Resources Theory, Self- Determination Theory, and Emotion Expansion Construction Theory) to comprehensively explore how work engagement stimulates employees' creativity through work engagement, and how proactive personality plays a regulatory role in it. This study compiled a survey questionnaire based on commonly used scales at home and abroad, using the Work Engagement Scale, Creativity Scale, Work Engagement Scale, and Proactive Personality Scale, and conducted two independent cross-sectional sampling surveys. Sample one collected 274 valid questionnaires from full-time employees using a one-time sampling method, and sample two collected 302 valid questionnaires from full-time employees using a three-stage sampling method. The research results show: (1) Work engagement has a significant positive predictive effect on creativity. (2) Work engagement plays a mediating role between work engagement and creativity. (3) Proactive personality negatively regulates the relationship between work engagement and work engagement, as well as the mediating role of work engagement. The study confirms that work engagement promotes employees' creativity by increasing their work engagement. At the same time, the study also found that proactive personality plays a negative regulatory role in the relationship between work engagement and work engagement, which means that in a high work engagement environment, employees with lower levels of proactive personality may be more easily motivated, while employees with higher levels of proactive personality may already have higher intrinsic motivation and personal resources, so the impact of work engagement on them is relatively weak. This finding provides guidance for organizations to explore creative strategies in a changing environment, that is, on the one hand, they should deepen the close connection between employees and the organization from all aspects of organizational construction, provide psychological support, and develop employees' autonomy to stimulate the creativity of existing talents; on the other hand, they should adjust the talent portrait, conduct internal talent inventory, external recruitment, and screen talents with more proactive personality characteristics to be included in key positions to achieve the best organizational benefits.. |
| 英文摘要 | 后疫情时代，经济环境的不确定性加剧，企业间的竞争愈发激烈，这就需要企业不断通过变革创新来应对变化。近两年来，经济形势的不确定性、内需不足、外部形势的复杂等因素，形成了员工为寻求安稳而导致离职率下降的倾向。可是对企业而言，这种“不得不留下”的人员稳定，却无法完全转变为充足的工作动力，不能真正增加创造性的行为。因此，如何在复杂多变的环境下让员工扎根于组织，产生积极的观念和心态，从而打造一支能适应变化的、有创造力的团队，就成为了当下组织管理中的一个重要课题。 工作嵌入是近年来探索员工与组织环境关系紧密程度的重要概念，对于工作嵌入的研究有助于组织制定更为全面和长远的人才管理培养策略。既往对于组织和人的互动关系研究多侧重于情感因素对员工工作行为的影响，但工作嵌入中对创造力有实质影响的综合因素以及它们影响创造力的具体过程和机制尚未完全阐明，这正是本研究的核心内容。同时大量研究表明，高工作嵌入与代表积极工作状态的工作投入概念具有正向关系，而工作投入又是助力创造力的 重要因素，因此它可以作为中介，串联从工作嵌入到创造力的过程。此外，个体特征也会对创造力具有不同的影响。虽有部分既往的研究解释了人格特质与工作表现的相关性，但其对创造力的影响程度尚无统一结论。在多样性的人格特征中，前人发现具有主动型人格的个体在寻找新方法、实施新方案和团队交流合作中更具优势。这些研究虽已认可主动型人格对创造力的积极作用，但仍需以多样化视角进一步理解其在不同背景下的调节作用。因此，本研究以工作嵌入为自变量，工作投入为中介变量，主动型人格作为调节变量，并引入三种 理论（资源保存理论、自我决定理论和积极情绪拓展建构理论），综合探索工作嵌入如何通过工作投入激发员工创造力的过程，以及主动型人格在其中如何发挥调节作用。 本研究根据国内外常用量表编制调查问卷，采用工作嵌入量表、创造力量表、工作投入量表和主动型人格量表，开展两次独立的横截面抽样调查，样本 一以一次性采样法收集了 274名全职员工有效问卷，样本二以三阶段采样法收集了302名全职员工有效问卷。研究结果显示：（1）工作嵌入对创造力具有显著正向预测作用。（2）工作投入在工作嵌入与创造力之间起中介作用。（3）主动型人格负向调节工作嵌入和工作投入的关系，以及工作投入的中介作用。 研究证实，工作嵌入通过提高员工工作投入促进其创造力。同时，研究还发现主动型人格在工作嵌入与工作投入的关系中起负向调节作用，这意味着在高工作嵌入环境中，主动型人格水平较低的员工可能更容易受到激励，而主动型人格水平较高的员工可能已经具有较高的内在动机和个人资源，因此工作嵌入对他们的影响相对较弱。这一发现为组织在变化的环境中探索创造力策略提供了指导，即应当一边从组织建设的各方面加深员工与组织的紧密关联，提供心理支持，发展员工的自主能动性，从而激发现有人才的创造力；另一边应当调整人才画像，进行内部人才盘点、外部招募和筛选更具有主动型人格特点的人才，纳入关键岗位，以达到最佳的组织效益。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48251]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 林卓然. 员工工作嵌入与创造力：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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