摘要
根据人-环境匹配理论,构建员工正式地位、非正式地位与创造力的关系模型,通过引入一致性匹配、互补性匹配两个调节变量,探究正式地位、非正式地位对员工创造力的直接异质性影响及边界条件。结果显示,员工正式地位与创造力之间呈U型关系,员工非正式地位对创造力有线性正向影响;一致性匹配正向调节员工正式地位对创造力的U型影响;互补性匹配正向调节两种地位与创造力的关系;一致性匹配与互补性匹配联合调节员工正式地位、非正式地位对创造力的影响。
Status represents the social value of employees in the organization,and can be divided into the formal status and informal status.There is a natural logical connection between individual status and employee innovation.However the understanding of the relationship between status and creativity is still ambiguous and contradictory up to now,which is probably because there is no classification of the concept of status.Few studies have strictly distinguished the concept of status,and little attention has been paid to the relationship between status itself and employee creativity.Addressing the above issues,this paper constructs the relationship model between employees'formal status,informal status and creativity,and introduces two moderating variables,supplementary fit and complementary fit.On the basis of 706 valid questionnaires,the paper verifies the direct heterogeneous effects and boundary conditions of formal status and informal status on employees'creativity.The measurement of formal status is usually calculated by the total number of ranks in the organization and the current rank of the employees.However,in the pre-survey,many employees are found to be unsure about a general rank or their ranks.Therefore when measuring the formal status,a relatively simplified approach is adopted to divide the positions of all research objects into four grades from ordinary to high-level:ordinary employees,grass-roots managers,middle manager,and senior managers.It means that the official position of employees in the organization is getting higher and higher.With the increase of positions,the values are 1,2,3,and 4 respectively.The research on the measurement reference of informal status includes 5 items in total.Three items proposed by Cable et al.are used to measure supplementary fit;complementary fit includes demand-supply fit and demand ability fit.It is found that firstly there is a U-shaped relationship between employees'formal status and creativity.The creativity of employees with lower and higher formal status is higher than that of employees with intermediate status.Secondly the informal status of employees has a positive impact on creativity,that is,the promotion of employees'informal status can enhance creativity.Thirdly,supplementary fit positively moderates the U-shaped relationship between employees'formal status and creativity,that is,the higher the supplementary fit is,the more obvious the U-shaped relationship between employees'formal status and creativity is;supplementary fit does not moderate the relationship between employees'informal status and creativity,which may be related to the fact that the sources of employees'creativity with informal status are mainly professional competence and personal influence rather than the fit of employees'values and organizational culture.Fourthly complementary fit positively moderates the U-shaped relationship between employees'formal status and creativity,and the linear relationship between informal status and creativity.Lastly the combination of consistent fit and complementary fit positively moderates the U-shaped relationship between formal status and creativity,and the linear relationship between informal status and creativity.In terms of research contributions,first of all,the heterogeneous relationship between formal status and informal status in the organization and employee creativity answers the controversial question of how the status of employees in the organization affect their creativity.Second,in the organization,the promotion of status must have the corresponding ability and position matching to produce higher creativity.Complementary fit is essential.The research conclusion highlights the importance of complementary fit in the process of influencing status on creativity.If the degree of complementary fit is low,the creativity of employees regardless of their type and level of status will decline significantly.Employees need to constantly improve their abilities to meet the requirements of their posts.Organizations should also meet the needs of employees from the material,spiritual and other aspect to effectively stimulate individual creativity.Third,the degrees of supplementary fit and complementary fit between employees and organizations play a joint role in moderating the impact of status on creativity,which further enriches the research of the theory of people-organization fit.
作者
杨仕元
岳龙华
赵玉玲
张雅琳
高蓉
Yang Shiyuan;Yue Longhua;Zhao Yuling;Zhang Yaling;Gao Rong(College of Humanities,Sichuan Agricultural University,Yaan 625014,China)
出处
《科技进步与对策》
CSSCI
北大核心
2023年第9期140-150,共11页
Science & Technology Progress and Policy
基金
国家自然科学基金项目(71802033)
教育部人文社科基金青年项目(22XJC630008)
四川特色哲学社会科学规划重大项目(SC22ZDTX021)。
作者简介
杨仕元(1982-),女,湖南岳阳人,博士,四川农业大学人文学院副教授,研究方向为战略人力资源管理、创新创业;岳龙华(1974-),男,河南南阳人,博士,四川农业大学人文学院教授,研究方向为劳动经济学;赵玉玲(1997-),女,四川剑阁人,四川农业大学人文学院硕士研究生,研究方向为人力资源管理;张雅琳(1998-),女,重庆人,四川农业大学人文学院硕士研究生,研究方向为人力资源管理;高蓉(1999-),女,山西运城人,四川农业大学人文学院硕士研究生,研究方向为人力资源管理。
