柔性工作、心理授权与员工创造力:基于“供给—需求匹配”视角
发布时间：2018-05-21 16:43
本文选题：柔性工作 + 供给—需求匹配 ； 参考：《科学学与科学技术管理》2017年12期
【摘要】：对于柔性工作是否有助于员工创造力提升,现有研究存在两种相反的结论。基于人与环境匹配理论,认为柔性工作对员工创造力的影响,取决于员工从工作中获得的心理授权水平;而员工心理授权水平的高低,关键在于组织提供的柔性工作与员工需求之间的匹配。以长三角地区的16家企业256份主管—员工配对数据为样本,运用多项式回归和三维响应面分析,对上述假设进行了验证。结果表明,当柔性工作的组织供给与员工需求相匹配时,员工的心理授权比不匹配时更高,进而表现出更多的创造力;且相对于低水平匹配而言,高水平匹配时的员工心理授权与创造力更高。
[Abstract]:There are two opposite conclusions on whether flexible work contributes to the improvement of employee creativity. Based on the theory of human and environment matching, the author thinks that the influence of flexible work on employees' creativity depends on the level of psychological empowerment obtained by employees from their work, and the level of employees' psychological empowerment. The key lies in the match between the flexible work provided by the organization and the needs of the staff. Based on 256 director-employee pairing data from 16 enterprises in the Yangtze River Delta region, the above hypothesis is verified by polynomial regression and three-dimensional response surface analysis. The results show that, when the organizational supply of flexible work matches with the demand of employees, the psychological empowerment of employees is higher than that of mismatched workers, and then shows more creativity, and compared with the low level matching, the psychological empowerment of employees is higher than that of non-matching. The employees' psychological empowerment and creativity are higher when they are matched at a high level.
【作者单位】： 南京大学商学院;安徽工业大学商学院;
【基金】：国家自然科学基金项目71572074㖞 安徽高校人文社会科学研究项目(SK2017A0079)
【分类号】：F272.92
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本文编号：1919981
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