本文探讨了高科技企业员工在裁员后的威胁感知对其创造力的影响机制,并结合资源获取因素分析它们对创造力交互影响的作用机制。运用大样本调研的方法,我们发现,当员工裁员后感知到威胁时,会对创造力产生负面影响;反之,当员工裁员后感知到机会时,会对创造力产生正面影响,而员工在裁员后是否能够从组织中获取充足的资源和员工创造力之间存在正向的相关关系。同时,资源获取还会调节威胁感知和员工自我感知创造力之间的关系。与裁员后感知到机会的员工相比,裁员后感知到威胁的员工如果能从组织中获取创新所需要的相关资源,则他们将体验比在低资源获取时更高的创造力。但是这种效应在员工感知到机会时,不那么显著或不存在。也就是说,员工在裁员后感知到威胁时,其创造力在不同的资源获取情况下的差别,要远大于感知到机会的时候。
Abstract
The impact mechanism of threat perception on the employees’ creativity after high-tech firm downsizing is examined. Based on the survey with a big sample, it is found that first, if employees consider downsizing as an opportunity (or threat), then they would exhibited greater (or less) creativity after downsizing; second, resource access has a positive impact on employees’ creativity; and third, resources access moderates the relationship between threat perception and self-perceived creativity in such a way, that is, comparing with employees who think downsizing as an opportunity, the employees who think downsizing as a threat experience greater creativity when resource access is high than when resource access is low.
关键词
裁员 /
员工创造力 /
威胁感知 /
资源获取
Key words
downsizing /
employee creativity /
threat perception /
resource access
{{custom_sec.title}}
{{custom_sec.title}}
{{custom_sec.content}}
参考文献
[1] http://news.xmnn.cn/jjxw/200901/t20090108_863638.htm, http://tech.qq.com/a/20120327/000075.htm[EB/OL]
[2] Mishra, A.K., & Spreitzer, G.M.[J]. Explaining how survivors respond to downsizing: The roles of trust, empowerment, justice, and work redesign. Academy of Management Review, 1998,23(3): 567-588
[3] Amabile, T. M., & Conti, H. [J] Changes in the work environment for creativity during downsizing. Academy of Management Journal,1999, 42: 630-640.
[4] Zhou, J., Shin, S. J., & Cannella, A.. [J] Employee self-perceived creativity after mergers and acquisitions: Interactive effects of threat--opportunity perception, access to resources, and support for creativity. Journal of Applied Behavioral Science, 2008, 44, 397-421.
[5] Staw, B. M., Sandelands, L., & Dutton, J. [J] Threat-rigidity effects in organizational behavior: A multi-level analysis. Administrative Science Quarterly,1981, 26, 501-524.
[6] Armstrong-Stassen M, [J] The influence of prior commitment on the reactions of layoff survivors to organizational downsizing. Journal of Occupational Health Psychology, 2004, 9(1):46-60.
[7] Woodman, R. W., Sawyer, J. E., & Griffin, R. W. [J] "Toward a theory of organizational creativity", Academy of Management Review, 1993, 18, 293-321.
[8] Brislin, R. W. [C] Translation and content analysis of oral and written materials. In H. C. Triandis & W. W. Lambert (Eds.), Handbook of Cross-Cultural Psychology (Vol. 2, 349-444). Boston: Allyn &Bacon, 1980.
[9] Zhou, J., & George, J. M., [J] "When job dissatisfaction leads to creativity: Encouraging the expression of voice", Academy of Management Journal, 2001,44, 682-696.
[11] Aiken, L. S., & West, S. G. [M] Multiple Regression: Testing and Interpreting Interactions. Newbury Park, CA: Sage, 1991.
[12] Dutton, J. E., & Jackson, S. E.[J] Categorizing strategic issues: Links to organizational action. Academy of Management Review, 1987, 12, 76-90.
基金
国家自然科学基金"创业团队内、外社会网络特征影响团队创造力的互动机制研究"(编号:71072041),2011.1－2013.12;国家自然科学基金"创业团队社会网络和团队动态机制对创新绩效的影响:基于创业演化阶段的纵向研究"(编号:71272096),2013.1－2016.12;南京大学商学院科研基金项目"产学研合作中经纪人的权力与知识转移及创新绩效的关系"(编号:2009-03),2009.1－2012.12。
PDF(950 KB)
