摘要
员工创新对组织的生存、创新和发展至关重要。因此,发现新颖的、有价值的创意并予以实施的员工类型成了学术界和实务界共同关注的焦点。本文采用模糊集定性比较分析方法,探讨大五人格组合对创意产生、创意传播和创意实施三阶段的影响。通过对215名高新技术企业员工的数据进行分析,结果显示:单一人格特质并不构成引致员工创新行为的必要条件,但宜人性在引致创新行为中发挥着较为普适的作用;存在多条引致员工创新的等效组态,包括以外向性缺席、宜人性、尽责性和情绪稳定性为要素的组态,以宜人性、尽责性、情绪稳定性、经验开放性为要素的组态,以外向性缺席、情绪稳定性缺席、宜人性和经验开放性为要素的组态;外向性缺席与宜人性通过等效替代的方式影响员工的创新行为;虽然引致员工创新三阶段的组态存在相似性,但其中重要性更高的核心条件存在差异。本文采用以个体为中心的研究路径,加强了创新行为人格的前因研究,发现引致创新三阶段的人格组态之间的相似性与差异性,为后续发展细粒度的员工创新行为研究理论框架提供了方向。同时,研究结论可以为组织管理者在员工招聘、分类管理等方面提供启示。
Employee innovation is crucial to the survival,innovation,and development of an organization.Therefore,answering the question regarding what kind of employees can discover novel and valuable ideas and implement them has become the focus of both academic and practical circles.It employed fuzzy set Qualitative Comparative Analysis to analyze the combined effects of the Big Five personality traits on idea generation,idea dissemination,and idea implementation.It analyzed on the data of 215 employees from high-tech companies,and the results are as following.Single personality trait does not constitute a necessary condition of employee innovative behavior,while agreeableness plays a more universal role in inducing innovative behavior.There are multiple equivalent configurations that lead to employee innovation,including configurations with the absence of extroversion and the conjoint presence of agreeableness and conscientiousness and emotional stability as attributes,configurations with the conjoint presence of agreeableness and conscientiousness and emotional stability and experience openness as attributes,configurations with the conjoint absence of extraversion and emotional stability and the conjoint presence of agreeableness and openness to experience as attributes.The absence of extroversion and the presence of agreeableness can substitute each other to affect employee innovative behavior.Although some configurations that trigger the three stages of employee innovation exhibit a similar path,there are differences in core attributes with higher importance.It adopts the person-oriented approach that contributes to the research on personality antecedents of innovative behaviors,and discovers that there are similarities and differences of personality configurations leading to the three stages of innovation,which provides an avenue for developing a fine-grained theoretical framework of employee innovative behavior.Moreover,it has enlightenment significance for organization managers in employee recruitment and employee classification management.
作者
王圣慧
易明
WANG Sheng-hui;YI Ming(School of Business Administration,Dongbei University of Finance and Economics,Dalian 116025,China;Shandong Institute of Talent Development Strategy,Shandong University,Jinan 250100,China)
出处
《研究与发展管理》
CSSCI
北大核心
2022年第3期134-146,共13页
R&D Management
基金
国家自然科学基金青年项目“多团队成员身份情境下双元领导对双元绩效的影响研究”(72102123)。
关键词
大五人格
创意产生
创意传播
创意实施
模糊集定性比较分析
Big Five
idea generation
idea dissemination
idea implementation
fuzzy set qualitative comparative analysis(fsQCA)
