【作者】 李超；

【导师】 刘智强；

【作者基本信息】 华中科技大学 ， 企业管理， 2011， 硕士

【摘要】 作为组织创新的起点，改善员工创新绩效日益受到管理实践界和理论研究界的重视，正确引导员工的创新工作行为并使其创造力在工作中得到充分发挥成为组织管理需要解决的实际问题。由于组织中不同地位等级的个体都能进行创造性活动，探讨个体组织地位与其创新绩效的关系及其关系成立的中介机制、边界条件就就成为一类很有意义的主题。在此研究大背景下，本文试图通过整合个体在组织中的正式地位、非正式地位与其创新绩效直接关系的研究，对比心理安全在正式地位、非正式地位与员工创新绩效关系中发挥的不同中介作用，加深人们对正式地位和非正式地位不同影响的认识。本论文总共划分七个章节：第一章为“绪论”部分，主要介绍研究的背景、构思、价值等问题。第二章为“文献综述”部分，在完成梳理和个体地位与创新绩效的直接关系、个体地位与创新绩效关系的中介机制、个体地位与创新绩效关系的调节机制有关的重要文献后，我们将会对现有研究进行评述。第三章为“理论与研究假设”部分，主要运用相关理论对理论模型进行逻辑推理。第四章为“研究设计和数据获取”部分，主要介绍调研的过程，变量的测量，量表项目删选和数据净化，并完成相关量表的信度、效度检验。第五章为“数据分析和结果”部分，通过使用SPSS统计软件对来自不同行业的211个员工样本的数据分析，我们得出以下结论：个体在组织中的正式地位与其创新绩效呈U关系，个体在组织中的非正式地位与其创新绩效绩效呈正相关关系，心理安全不中介个体正式地位与其创新绩效的关系，心理安全中介个体非正式地位与其创新绩效的关系，组织地位赋予机制不调节个体心理安全与其创新绩效之间的关系。第六章为“讨论”部分，主要完成对所得研究结论的相关理论拓展。第七章为“结论、贡献与展望”部分，总结本研究的主要结论，指出本研究的理论贡献和实践启示，分析现有研究的局限性、提出未来可能的研究方向。更多还原

【Abstract】 There is a growing awareness in academic and practical circle that improving individualcreative performance can contribute a lot to organization innovation and making full useof employee’s creative potential is very crucial for organization management. Becauseindividual at different level can display different level of creativity, exploring therelationship between individual status and creative performance, mediation mechanismand moderation condition is becoming an essential research topic. So in this context thisstudy tries to make a clear distinction between the role of formal status and informal statusby integrating direct relationships between formal status, informal status and individualcreative performance, by contrasting the different mediating role between relationships ofindividual formal status, informal status and creative performance.This thesis is composed of seven chapters. Chapter1, the Introduction, mainly tells ussomething about research background, framework and value and so on. Chapter2isLiterature Review. After sorting with some extant studies in a particular vein, which arerelevant to the topic of direct relationships between individual status and creativeperformance, their mediation mechanisms and mediation mechanisms, we will give somecomments in this chapter. Chapter3, Theory and Hypothesis, presents the process ofhypothesis reasoning in theory. Chapter4is Study design and Data Collection. In thischapter, we will introduce the process of conducting our field study, variable measuring,data purring and the analysis of reliability and validity. Chapter5is about Data analysisand Results. A data analysis from the sample of211employees in various industries showsthat:(1) There is a curvilinear or U-shape relationship between formal status (e.g.,hierarchical level or position) in the organization and individual creative performance;(2)Informal status (e.g., personal influence, prestige or prominence or reputation, respect orvalue) in the organization is related positively to individual creative performance;(3)Psychological safety does not play a mediation role of the relationship between formalstatus in the organization and individual creative performance;(4) Psychological safetyplays a part-mediation role of the relationship between informal status in the organizationand individual creative performance;(5) Status-attainment mechanism in organizationsdoesn’t moderate the relationship between individual psychological safety and creativeperformance. Chapter6, Discussion, extents and enriches our research results in theory. The last chapter, Chapter7, is about Conclusion, Contribution and Future Direction. Inthis part, we will summary the main conclusion, put forward with theoretical contributionand practical implication, indicate some limitations and future research directions.更多还原