摘要
新常态下尤其需要通过激励机制提升组织创造力。然而组织激励能否促进组织创造力,至今还未达成一致的意见。本文基于协同视角,在整合组织规则激励和主管激励的基础上,构建了一个被调节的中介模型,对不同来源的激励的交互影响机制进行了探索。运用中国925份来自107家企业组织层面样本实证研究后发现:1)规则物质激励负向影响组织创造力;规则发展激励正向影响组织创造力;2)跨部门协作中介规则激励和组织创造力之间的关系;3)主管权变激励正向调节规则发展激励与组织创造力之间的关系。研究结论丰富了激励协同与组织创造力领域的文献,对推进激励变革有一定借鉴意义。
Leading innovation is the main theme of current Chinese economy in transformation and development.Chinese new economy particularly emphasizes on organizational creativity through motivation mechanisms.However,motivation is so complex that its development still faces new challenges.Practically,traditional motivation modes,such as priority for efficiency,performance-based compensation and"steep"incentives structure,have incurred too many drawbacks and resulted in management confusion.Theoretically,even though motivation theory has been disputed for over half a century,it has not changed current unsatisfied situations.For instance,motivation views conflict each other,theory is at a standstill,and research methods have lagged behind.There are inconsistent findings about whether motivation can encourage employees for dedication,cooperation and mutual assistance,whether motivation can drive organizational creativity,and whether organizations can rely solely on institutional motivation to reach organizational goals.Drawing from the perspective of synergy rather than single perspective,this paper constructs a moderated mediation model,and explores the mechanism of interaction of two different sources of motivation.In the first part,the paper reviews the related literature in order to examine the links between motivation and organizational creativity via inter-departmental cooperation,followed by the proposed hypotheses.In the second part,the paper discusses the methodology in detail.It collected 925 questionnaires from 107 Chinese enterprises as organizational level samples for empirical research.This survey includes 559 employees and 366 managers.On average,5.23 employee and 3.42 managers of each enterprise participated in the study.In the third part,the paper evaluates the results of hypotheses through statistics analysis methods,with confirmatory factor analysis,multiple regression analysis and Bootstrapping test.In the fourth part,the paper concludes with analysis results,as well as theoretical and practical implications of this research.First,formal material rewards are negatively related to organizational creativity,while formal development rewards are positively related to organizational creativity.Second,inter-departmental cooperation positively mediates the relationship between formal development rewards and organizational creativity,but negatively mediates the relationship between formal material rewards and organizational creativity.Third,supervisory contingent reward behavior positively moderates the mediated relationship between formal development rewards and organizational creativity.In summary,the paper reveals the relationship between motivation synergy and organizational creativity by exploring the synergetic mechanism of different motivation sources of organizational creativity.The results enrich the literature of motivation and extend the research on the antecedents of organizational creativity.Further,the theoretical model includes inter-departmental cooperation variable,extends the boundary conditions of inter-departmental cooperation,and provides practical implications.
作者
马喜芳
颜世富
钟根元
MA Xi-fang;YAN Shi-fu;ZHONG Gen-yuan(National Academy of Strategy,Shanghai Jiao Tong University,Shanghai 200030,China;Antai College of Economics & Management,Shanghai Jiao Tong University,Shanghai 200030,China)
出处
《管理工程学报》
CSSCI
CSCD
北大核心
2019年第1期84-93,共10页
Journal of Industrial Engineering and Engineering Management
基金
国家自然科学基金资助项目(71602140)
国家自然科学基金资助重点项目(71032003)
关键词
规则物质激励
规则发展激励
主管权变激励
跨部门协作
组织创造力
Formal material rewards
Formal development rewards
Supervisory contingent rewards
Inter-departmental cooperation
Organizational creativity
