为何迎“险”而上?管理开放性对越轨创新的影响

doi:10.15936/j.cnki.1008-3758.2024.02.004

东北大学学报（社会科学版） ›› 2024, Vol. 26 ›› Issue (2): 27-36.DOI: 10.15936/j.cnki.1008-3758.2024.02.004

为何迎“险”而上?管理开放性对越轨创新的影响

王弘钰¹，于佳利¹，崔智淞²

(1.吉林大学商学与管理学院，吉林长春130012;2.江西财经大学工商管理学院，江西南昌330032)

发布日期:2024-04-07
通讯作者: 王弘钰
作者简介:王弘钰(1965-)，女，吉林长春人，吉林大学教授，博士生导师，主要从事人力资源管理、组织行为学研究;于佳利(1993-)，女，山东烟台人，吉林大学博士研究生，主要从事人力资源管理、组织行为学研究;崔智淞(1988-)，男，辽宁铁岭人，江西财经大学讲师，管理学博士，主要从事组织行为学研究。
基金资助:
国家自然科学基金资助项目(71872069，72302108);江西省教育厅科技研究资助项目(GJJ2200555)。

Why Do Risky Things? Impact of Managerial Openness on Creative Deviance

WANG Hongyu¹， YU Jiali¹， CUI Zhisong²

(1. School of Business and Management， Jilin University， Changchun 130012， China; 2. School of Business Administration， Jiangxi University of Finance and Economics， Nanchang 330032， China)

Published:2024-04-07
Contact: -
About author:-
Supported by:
-

摘要/Abstract

摘要： 如何有效地帮助组织引导员工实施越轨创新，迫切地需要理论界和实践界给出答案，现有研究鲜有基于信息加工视角考察管理开放性对越轨创新的影响。通过236名在职员工两阶段数据，探讨了管理开放性对越轨创新的作用机制与边界条件。结果表明:管理开放性对越轨创新具有显著正向影响，心理安全感在管理开放性与越轨创新之间起部分中介作用，创新导向人力资源管理实践在管理开放性与越轨创新之间起正向调节作用，集体主义导向在心理安全感与越轨创新之间起正向调节作用。研究结论有助于拓展越轨创新的理论研究，并为企业更好地激发和引导越轨创新提供相关对策。

关键词: 管理开放性; 越轨创新; 集体主义导向; 心理安全感

Abstract: Exploring how leadership can help organizations effectively guide employees to implement creative deviance has become a hot issue in the theoretical and practical circles. However， few scholars have investigated the impact of managerial openness on creative deviance from the perspective of risk perception. Based on the two-stage data of 236 in-service employees， the mechanism and boundary conditions of managerial openness on creative deviance are discussed. The results show that managerial openness has a significant positive impact on creative deviance. Psychological safety plays a mediating role between managerial openness and creative deviance. Innovation-oriented human resources management practices play a positive moderating role between managerial openness and creative deviance. The collectivist orientation plays a positive role in moderating the relationship between psychological safety and creative deviance. The conclusions of this study are helpful to deeply understand the formation mechanism that stimulates employees' creative deviance， and provide relevant countermeasures for enterprises to better stimulate and guide creative deviance.

Key words: managerial openness; creative deviance; collectivist orientation; psychological safety

中图分类号:

F272.92

王弘钰，于佳利，崔智淞. 为何迎“险”而上?管理开放性对越轨创新的影响[J]. 东北大学学报（社会科学版）, 2024, 26(2): 27-36.

WANG Hongyu， YU Jiali， CUI Zhisong. Why Do Risky Things? Impact of Managerial Openness on Creative Deviance[J]. Journal of Northeastern University(Social Science), 2024, 26(2): 27-36.

参考文献

[1]王弘钰，万鹏宇，夏天添. 领导权变激励、员工工作旺盛感与越轨创新行为——经验取样下的即时与延时效应［J］. 吉林大学社会科学学报， 2021，61(2):160-171.
[2]Mainemelis C. Stealing fire: creative deviance in the evolution of new ideas［J］. Academy of Management Review， 2010，35(4):558-578.
[3]王弘钰，崔智淞，邹纯龙，等. 忠诚还是叛逆?中国组织情境下的员工越轨创新行为［J］. 心理科学进展， 2019，27(6):975-989.
[4]王弘钰，于佳利. 权力感对越轨创新的影响机制研究——基于中国本土文化的解释［J］. 现代财经(天津财经大学学报)， 2022，42(4):3-19.
[5]Globocnik D，Pea H B，Salomo S. Organizational antecedents to bootlegging and consequences for the newness of the innovation portfolio［J］. Journal of Product Innovation Management， 2022，39(5):717-745.
[6]肖志明. “将在外，君命有所不受”——远程岗位真的有利于员工越轨创新行为吗?［J］. 外国经济与管理， 2020，42(4):36-47.
[7]贾建锋，刘志. 幽默不拘，创新不限:亲和幽默型领导与员工越轨创新［J］. 管理科学， 2021，34(2):69-80.
[8]陈伍洋，叶茂林，陈宇帅，等. 下属越轨创新对主管阻抑的影响——地位威胁感和权威主义取向的作用［J］. 心理科学， 2017，40(3):670-677.
[9]Wang F，Shi W. Inclusive leadership and pro-social rule breaking: the role of psychological safety， leadership identification and leader-member exchange［J］. Psychological Reports， 2021，124(5):2155-2179.
[10]Salancik G R，Pfeffer J. A social information processing approach to job attitudes and task design［J］. Administrative Science Quarterly， 1978，23(2):224-253.
[11]Peng J，Wang Z，Chen X. Does self-serving leadership hinder team creativity? a moderated dual-path model［J］. Journal of Business Ethics， 2019，159(2):419-433.
[12]Zhu Y，Akhtar S. Leader trait learning goal orientation and employee voice behavior: the mediating role of managerial openness and the moderating role of felt obligation［J］. International Journal of Human Resource Management， 2019，30(20):2876-2900.
[13]吴士健，杜梦贞，周忠宝. 和合文化情境下包容性领导如何影响员工越轨创新行为［J］. 科技进步与对策， 2020，37(17):142-151.
[14]Lin B，Mainemelis C，Kark R. Leaders' responses to creative deviance: differential effects on subsequent creative deviance and creative performance［J］. Leadership Quarterly， 2016，27(4):537-556.
[15]Liu X，Baranchenko Y，An F，et al. The impact of ethical leadership on employee creative deviance: the mediating role of job autonomy［J］. Leadership & Organization Development Journal， 2020，42(2):219-232.
[16]李燕萍，骆元静，穆慧娜. 变革中多渠道信息传递对员工绩效的影响机制［J］. 经济管理， 2020，42(4):91-105.
[17]杜旌，穆慧娜，刘艺婷. 集体主义的确阻碍创新吗?——一项基于情景作用的实证研究［J］. 科学学研究， 2014，32(6):919-926.
[18]井润田，程生强，袁丹瑶. 本土管理研究何以重要?对质疑观点的回应及对未来研究的建议［J］. 外国经济与管理， 2020，42(8):3-16.
[19]李锐，凌文辁，柳士顺. 传统价值观、上下属关系与员工沉默行为——一项本土文化情境下的实证探索［J］. 管理世界， 2012，27(3):127-140.
[20]Ashford S J，Rothbard N P，Piderit S K，et al. Out on a limb: the role of context impression management in selling gender-equity issues［J］. Administrative Science Quarterly， 1998，43(1):23-57.
[21]Premeaux S，Bedeian A. Breaking the silence: the moderating effects of self-monitoring in predicting speaking up in the workplace［J］. Journal of Management Studies， 2003，40(6):1537-1562.
[22]Detert J R，Burris E R. Leadership behavior and employee voice: is the door really open?［J］. Academy of Management Journal， 2007，50(4):869-884.
[23]Tangirala S，Ramanujam R. Ask and you shall hear (but not always): examining the relationship between manager consultation and employee voice［J］. Personnel Psychology， 2012，65(2):251-282.
[24]Kahn W A. Psychological conditions of personal engagement and disengagement at work［J］. Academy of Management Journal， 1990，33(4):692-724.
[25]Chen L，Wadei K A，Bai S，et al. Participative leadership and employee creativity: a sequential mediation model of psychological safety and creative process engagement［J］. Leadership & Organization Development Journal， 2020，41(6):741-759.
[26]Xu E，Huang X，Ouyang K，et al. Tactics of speaking up: the roles of issue importance， perceived managerial openness， and managers' positive mood［J］. Human Resource Management， 2020，59(3):255-269.
[27]Stock R M，Totzauer F，Zacharias N. A closer look at cross-functional R&D cooperation for innovativeness: innovation-oriented leadership and human resource practices as driving forces［J］. Journal of Product Innovation Management， 2014，31(5):924-938.
[28]Lasisi T T，Ozturen A，Eluwole K K，et al. Explicating innovation-based human resource management's influence on employee satisfaction and performance［J］. Employee Relations， 2020，42(6):1181-1203.
[29]Leroy H，Segers J，Van D D，et al. Managing people in organizations: integrating the study of HRM and leadership［J］. Human Resource Management Review， 2018，28(3):249-257.
[30]尹奎，陈乐妮，王震，等. 领导行为与人力资源管理实践的关系: 因果、联合、替代还是强化?［J］. 心理科学进展， 2018，26(1):144-155.［31］彭坚，尹奎，侯楠，等. 如何激发员工绿色行为?绿色变革型领导与绿色人力资源管理实践的作用［J］. 心理学报， 2020，52(9):1105-1120.［32］Edwin A. J V H， Mireille D J. Predicting job seeking for temporary employment using the theory of planned behaviour: the moderating role of individualism and collectivism［J］. Journal of Occupational and Organizational Psychology， 2009，82(2):295-316.［33］王震，孙健敏，张瑞娟. 管理者核心自我评价对下属组织公民行为的影响:道德式领导和集体主义导向的作用［J］. 心理学报， 2012，44(9):1231-1243.［34］李宁，严进. 组织信任氛围对任务绩效的作用途径［J］. 心理学报， 2007，39(6):1111-1121.［35］温忠麟，叶宝娟. 有调节的中介模型检验方法:竞争还是替补?［J］. 心理学报， 2014，46(5):714-726.［36］Jia J，Liu Z，Zheng Y. How does paradoxical leadership promote bootlegging: a TPB-based multiple mediation model［J］. Chinese Management Studies， 2021，15(4):919-939.［37］Newman A，Donohue R，Eva N. Psychological safety: a systematic review of the literature［J］. Human Resource Management Review， 2017，27(3):521-535.

为何迎“险”而上?管理开放性对越轨创新的影响

Why Do Risky Things? Impact of Managerial Openness on Creative Deviance

RichHTML

PDF (PC)

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 5

编辑推荐

Metrics

本文评价

[1]	乔坤，杨晨露. 资质过剩感对主动职业生涯行为的U型影响[J]. 东北大学学报（社会科学版）, 2021, 23(1): 34-42.
[2]	王宇菲，田虹. 企业社会责任对员工亲环境行为的影响——基于角色内与角色外双重视角[J]. 东北大学学报（社会科学版）, 2022, 24(2): 34-43.
[3]	张兰霞，崔婉莹，毛孟雨. 非适应性完美主义对主动变革行为的影响机制[J]. 东北大学学报（社会科学版）, 2023, 25(4): 37-47.
[4]	张鑫，张健东. 高校青年教师时间焦虑感与职业成长的倒U型关系研究——工作旺盛力与成长需求强度的作用[J]. 东北大学学报（社会科学版）, 2023, 25(5): 49-59.
[5]	赵晨，林晨，周锦来. 同事额外努力、员工绩效目标导向与工作结果——组织自尊的调节作用[J]. 东北大学学报（社会科学版）, 2024, 26(1): 43-53.