【摘要】 在当前复杂和快速变革的环境中,创造力对组织获取竞争优势至关重要。作为与创造力相关联的重要因素,研究者们对于领导行为对创造力的作用保持了长期的关注。反馈不仅是领导者日常行为的重要组成部分之一,也是组织中常用的激励和行为矫正工具。以自我效能理论和关系认同理论为基础,从领导和组织成员互动视角,探讨上级发展性反馈对组织成员创造力的影响及其内在机制。采用问卷调查方法,通过3阶段分时序方式,收集来自某综合性重点大学所属科研团队的442位科研人员及其领导的配对数据,运用层次回归和Bootstrap方法进行数据分析和假设验证。研究结果表明,(1)上级发展性反馈正向影响组织成员创造力;(2)创新自我效能部分中介上级发展性反馈与组织成员创造力之间的关系;(3)组织成员对领导的关系认同感调节上级发展性反馈与创新自我效能之间的关系,并进一步调节创新自我效能在上级发展性反馈与组织成员创造力之间的中介作用,即当组织成员对领导的关系认同感高时创新自我效能的中介作用显著,而当关系认同感低时创新自我效能的中介作用不显著。研究结果在一定程度上扩展了对于领导反馈与创造力间关系的理解,丰富了上级发展性反馈影响创造力的内在机制的探索,发现了上级发展性反馈影响组织成员创造力的重要边界之一,也一定程度上丰富了关系认同理论的运用范围,领导者可以通过提供发展性反馈以及与组织成员建立良好的关系来促进其创造力。更多还原

【Abstract】 Creativity is crucial for organizations to gain competitive advantages in a complex,and rapidly changing environment.As an important factor associated with creativity,researchers have been focusing on the role of supervisors’ behaviors for decades. Feedback is not only an essential part of the ongoing supervisor’s behaviors,but also a commonly used tool for motivation and behavior modification in organizations. Thus,based on self-efficacy and relational identification theory,this study explored the mechanism of supervisor developmental feedback on member creativity from the perspective of interaction between supervisors and organizational members.By a questionnaire survey,multi-wave data was collected from 3 time points with 442 researchers and their supervisors from various scientific research teams at a 985 project university. After data analysis using hierarchical regression and Bootstrap,findings are those:(1)supervisor developmental feedback has a significant positive correlation with member creativity;(2)creative selfefficacy partially mediates the relationship between supervisor developmental feedback and member creativity;(3)relational identification moderates the relationship between supervisor developmental feedback and creative self-efficacy,and further moderates the mediating effect of creative self-efficacy. To be more specific,the mediating effect of supervisor developmental feedback on creativity via creative self-efficacy was significantly stronger when relational identification was high,whereas the mediating effect was not significantly stronger when relational identification was low.This study has made contributions to both theoretical development and management practice. First,this study proved that supervisor developmental feedback could exert positive effect on organizational member creativity,which extended the understanding of the relationship between supervisor developmental feedback and follower creativity to some degree. Second,this study explained the mechanism of how supervisor developmental feedback could influence organizational member creativity through creative self-efficacy,which enriched the research on the mediation of supervisor developmental feedback. Finally,this study examined the moderated effect of relational identification on the relationship between supervisor developmental feedback and member creativity,which not only found an important boundary condition of this relationship,but also contributed to the relational identification theory. Meanwhile,this study could offer inspirations to leaders as well,such as promoting organizational member creativity through developmental feedback and establishing identification through building good relationship with members.Future research could consider reexamine the conclusions this study has reached with data collected from real employees in different companies or industries. In addition,future research should focus more on alternative mediations and other possible boundary conditions to build a more comprehensive and systematic framework of the supervisor developmental feedback-creativity relationship.更多还原