关键词: 上司创意拒绝, 心理资本, 员工创新行为, 拒绝归因

Abstract:     With the development of digital economy, the external environment has become increasingly volatile, uncertain, complex and ambiguous. Therefore, innovation has become the key to the survival and development of enterprises. As we all know, employees′ innovation behavior is the premise and foundation of enterprise innovation. In reality, due to resource or rule limitations, superiors′ rejection of creative ideas is very common. However, there is no consensus on how it affects employees′ innovation behavior in existing research. Based on this, according to the feedback intervention and attribution theory, this study explored the psychological capital mediating mechanism of superior′s rejection of creative ideas on employees′ innovative behavior through conceiving a moderated mediation model and adopting questionnaire surveys, structural equation modeling, stepwise regression analysis, Bootstrap, and so on. At the same time, it examined the boundary conditions of employees′ attribution of creative idea rejection by the superiors, which is the attribution to people rather than to things and attribution to things rather than to people. Through an empirical study of 457 valid employee samples collected from multiple time points in different provincial-level regions across China, it was found that, firstly, superior′s rejection of creative ideas is significantly negatively correlated with employees′ innovation behavior. Secondly, psychological capital mediates the impact of superior′s rejection of creative ideas on employees′ innovative behavior. Thirdly, attribution to people rather than to things regulates the negative impact of superior′s rejection of creative ideas on psychological capital. The higher the level of attribution to people rather than to things, the stronger the negative impact of creative rejection on psychological capital. Fourthly, attributing to things rather than to people regulates the negative impact of superior′s rejection of creative ideas on psychological capital. The higher the level of attribution to things rather than to people, the weaker the negative impact of superior′s rejection of creative ideas on psychological capital. Finally, the indirect effect of superior′s rejection of creative ideas on employee innovative behavior through psychological capital is moderated by attribution to people rather than to things and attribution to things rather than to people. The higher the level of attribution to people rather than to things, the stronger the indirect effect. The higher the level of attribution to things rather than to people, the weaker the indirect effect. Therefore, the research has enriched the research on the theory of creative rejection by superiors, opened up the black box of their mechanism on innovative behavior, and expanded the research field of attribution theory, and meanwhile it will provide some theoretical basis and decision-making reference for the organizational management practice in order to stimulate employees′ innovation behavior.

Key words: superiors′ rejection of creative ideas, psychological capital, employees′ innovative behavior, rejection attribution