【摘要】 基于自我决定理论和领导-成员交换理论，以20余家企业120名研发人员为样本，从组织和个体两个层面提取了七个影响因素，深入探究七个要素的不同组态对于高新技术企业研发人员创造力及创新性行为的影响路径和作用机理。通过问卷调查和模糊集定性比较分析法(fsQCA)进行数据收集整理与分析，共得出对创新性行为产生影响的八个路径，发现了高创新性行为与低创新性行为的要素协同驱动路径及要素间的交互作用。结果表明，内部动机、积极情绪、学习目标导向、职场灵性、领导-成员交换是促使研发人员产生高创新性行为的五个核心因素，并发现内部动机和创新自我效能、组织的职场灵性和双元领导的缺失很大程度上影响了研发人员产生低创新性行为。更多还原

【Abstract】 Based on self-determination theory and leader-member exchange theory, we extracted seven influencing factors from both organizational and individual levels based on a sample of 120 research and development personnel from more than 20 enterprises, and deeply explored the paths and mechanisms of the influence of different groupings of the seven factors on the creativity and innovative behavior of research and development personnel in high-tech enterprises. Data were collected and analyzed through questionnaires and fuzzy set qualitative comparative analysis(fsQCA), and a total of eight pathways influencing innovativeness behavior were identified, and the synergistic driving paths of factors and interactions between factors for high and low innovativeness behaviors were discovered. The results show that internal motivation, positive emotion, learning goal orientation, workplace spirituality, and leader-member exchange are the five core factors that promote R&D personnel to produce highly innovative behaviors. It is found that internal motivation and innovation self-efficacy, organizational workplace spirituality, and the lack of dual leadership greatly affect R&D personnel to produce low innovative behaviors.更多还原