摘要
在实际工作中,来自领导的期待对员工行为具有重要影响,而在不同的文化情境中,领导表达期待的方式有所不同。由于中国文化属于高语境文化,而创新任务又具有高模糊性,因此,管理者通过默会和含蓄的意思表达传递出对员工的创新期待并进而对员工创新过程施加影响,成为一种与文化情境和任务情境相适配的合理领导方式。本文运用目标设置理论剖析了员工感知的创新期待对员工创新工作绩效的影响作用机制及边界条件。基于两个时间点的164组领导与员工的配对样本进行实证研究,结果表明:员工感知的创新期待会对员工创新工作绩效产生积极影响,挑战性压力在员工感知的创新期待与员工创新工作绩效之间发挥着中介作用,而组织支持感正向调节了挑战性压力在员工感知的创新期待与员工创新工作绩效之间的中介作用。基于研究结论,进一步提出了提升员工创新工作绩效的具体实践建议。
In the actual work of employees,the expectation of leaders has an important impact on the behavior of employees,and in different cultural situations,the behavior expressions adopted by leaders are different.Chinese culture is a high-context culture,and the innovative work tasks are highly ambiguous,so leaders pass on tacit and implicit expressions to express their expectations of employees’innovation,and then influence employees’innovation process,which has become a reasonable leadership that is compatible with cultural and task situation.It used goal setting theory to analyze the effect mechanism and boundary conditions of perceived innovative expectations on employees’innovative work performance.Based on the 164 paired sample of leaders and employees at two points in time,it made the empirical analysis.The results show that perceived innovative expectation has a positive impact on employees'innovative work performance,and the challenging work pressure mediates the relation between perceived innovative expectation and employees’innovative work performance.The perceived organizational support positively moderates the mediation of challenging pressure between perceived innovation expectation and employee innovation work performance.The conclusions provide important suggestions for managers to improve employees’innovative work performance through the expression of implicit and tacit understanding.
作者
朱頔
张骁
王洁
ZHU Di;ZHANG Xiao;WANG Jie(School of Business,Nanjing University,Nanjing 210093,China)
出处
《研究与发展管理》
CSSCI
北大核心
2021年第3期176-186,共11页
R&D Management
基金
国家社会科学基金重大项目“‘互联网+’驱动传统产业创新发展路径及模式研究”(16ZDA015)。
关键词
创新期待
创新工作绩效
挑战性压力
组织支持感
innovation expectation
innovative work performance
challenging work pressure
perceived organizational support
