摘要
基于社会分类和相似-吸引理论,探讨了在个体层面团队多样性对员工创造力的影响机制,并检验了挑战性-阻断性压力作为情境变量的调节作用。对317名企业员工的数据分析结果表明:员工感知的与团队成员之间的深层差异负向影响员工创造力;信息交换中介感知深层差异与员工创造力之间的关系。挑战性压力正向调节感知深层差异与信息交换之间的关系:当挑战性压力较高时,感知深层差异与信息交换之间的负向关系减弱。阻断性压力的负向调节作用没有得到支持。
Based on the theory of social categorization and similarity-attraction, this paper discussed the effect of team diversity on employee creativity in individual level and its mechanism, and examined the moderating role of challenge-hindrance stress as the context variable. The analysis results of the data from 317 employees showed that perceived deep-level dissimilarity with team member negatively relates to employee creativity, and information exchange mediates this relationship. Challenge stress positively moderates the relationship between perceived deep-revel dissimilarity and information exchange. When challenges stress is high, the negative relationship between perceived deep-level dissimilarity and information exchange is weakened. The negative moderating effect of hindrance stress is not supported.
作者
步琼
张莉
杜亚娜
Bu Qiong Zhang Li Du Yana(School of Management, Harbin Institute of Technolog)
出处
《中国人力资源开发》
北大核心
2017年第8期16-24,共9页
Human Resources Development of China
基金
国家自然科学基金项目"工作压力对组织创造力的影响:二元路径构建及实证"(71472054)资助
关键词
感知深层差异
信息交换
挑战性压力
阻断性压力
员工创造力
Perceived Deep-level Dissimilarity
Information Exchange
Challenge Stress
Hindrance Stress
Employee Creativity
