奖励能否激励员工创造力:不同成就动机氛围下的匹配研究

被引：16

作者：

马君

机构：

[1] 上海大学管理学院

来源：

系统工程理论与实践 | 2016年 / 36卷 / 04期

关键词：

奖励; 精熟氛围; 表现氛围; 突破式创造力; 渐进式创造力; 匹配;

D O I：

暂无

中图分类号：

F272.92 [人事管理];

学科分类号：

1201 ;

摘要：

激活员工创造力、凝聚新的发展动力是企业面临的紧迫任务.基于系统而权变的视角,以"语义感知-心理计量-行为强化"为理论主线,针对60个团队274名员工样本,运用跨层次分析考察了不同成就动机氛围下奖励(水平和结构)对创造力的影响.结果表明,精熟氛围、扁平型奖励结构正向影响突破式创造力;表现氛围、陡峭型奖励结构正向影响渐进式创造力:三项交互检验显示,在高精熟氛围及扁平型结构下,提高奖励水平能够更好地激活突破式创造力;而在高表现氛围和陡峭性结构下,提高奖励水平能够更好地激活渐进式创造力.研究揭示,成就动机氛围、奖励结构与创造力类型之间存在一种相对最优的匹配关系.蕴含的实践价值在于,企业应从执行角度在项目团队营造表现动机氛围并辅以竞争性激励结构,以提升渐进式创造力,快速获取局部竞争优势;但鉴于"渐进式创新有余,突破式创新不足"的企业创新格局,我们更应从战略视角在技术核心部门营造精熟氛围并辅以高位均衡的激励模式,以催生突破式创造力,赢得持久竞争优势.

引用

页码：945 / 957

页数：13

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