促进型调节定向对研发人员跨边界行为的影响研究

发布时间：2018-03-20 16:02

本文选题：促进型调节定向　切入点：跨边界行为　出处：《管理科学》2017年01期 　论文类型：期刊论文

【摘要】：研发人员的跨边界行为是影响研发团队创造力的关键因素,已有研究证明跨边界行为对创造力起积极的促进作用,但对于如何提升研发团队成员的跨边界行为仍缺乏深入探讨。基于社会认知理论和特质激活理论,跨越个体-团队两个层次,构建成员促进型调节定向-跨边界行为的影响整合模型,以成员创新自我效能感和个人主动性作为中介变量,研究二者在此影响过程中的中介作用。此外,以领导促进型调节定向作为调节变量,探讨其在此影响过程中的调节作用。采用MPLUS 7.0和HLM 6.08软件进行主效应、中介效应和调节效应检验,采用来自西南地区3家研究院的研发团队中279组领导-成员配对的纵向调研数据进行实证分析。研究结果表明,(1)团队成员的促进型调节定向对跨边界行为产生积极显著的正向影响;(2)团队成员的创新自我效能感和个人主动性在促进型调节定向与跨边界行为的关系中具有显著的中介作用,且个人主动性对跨边界行为的影响和中介效应显著性均强于创新自我效能感;(3)领导的促进型调节定向会调节成员的促进型调节定向与跨边界行为之间的关系,当领导的促进型调节定向越强时,成员的促进型调节定向对跨边界行为的正向影响也相对更强。研究结果厘清了研发团队中调节定向与跨边界行为之间的影响关系,为跨边界行为研究提供了新的视角,同时为企业人力资源管理和研发团队管理提供了新的思路,即应重视员工心理需求、营造良好的创新氛围以及努力实现领导-成员的心理动机匹配等。
[Abstract]:The cross boundary behavior of R & D personnel is the key factor to affect the creativity of R & D team, and it has been proved that the cross boundary behavior plays a positive role in promoting the creativity of R & D team. However, how to improve the cross-boundary behavior of R & D team members is still lacking. Based on social cognitive theory and trait activation theory, it spans the two levels of individual-team. In this paper, we construct an impact integration model of member facilitation, which regulates orientation-cross-border behavior, and uses innovative self-efficacy and individual initiative as intermediary variables to study their mediating roles in the process of influence. In this paper, the moderating effect of leadership promoting regulation orientation in the process of influence was discussed. The main effect, mediating effect and regulation effect were tested by MPLUS 7.0 and HLM 6.08 software, and the main effect, intermediary effect and regulation effect were tested by the software MPLUS 7.0 and HLM 6.08, respectively. Based on the longitudinal survey data of 279 groups of leader-member pairing from three research institutes in Southwest China, the results show that the promotive regulatory orientation of the team members produces the product of cross-border behavior. (2) the innovative self-efficacy and individual initiative of team members play a significant role in facilitating the relationship between regulatory orientation and cross-border behavior. Moreover, the influence of individual initiative on cross-border behavior and the intermediary effect were significantly stronger than that of creative self-efficacy. 3) the promotive regulatory orientation of the leadership regulated the relationship between the facilitating regulatory orientation of the members and the transboundary behavior. When the leader's promotive regulatory orientation is stronger, the positive effect of the member's facilitative regulatory orientation on the transboundary behavior is also relatively strong. The results of the study clarify the relationship between the regulatory orientation and the transboundary behavior in the R & D team. It provides a new perspective for the study of cross-border behavior, and also provides a new idea for human resource management and R & D team management of enterprises, that is, we should pay attention to the psychological needs of employees. Create a good innovative atmosphere and strive to achieve leadership-member psychological motivation matching.
【作者单位】：电子科技大学经济与管理学院;
【基金】：国家自然科学基金(71472024)~~
【分类号】：F272.92

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