个人-组织契合与员工创造力的关系:有中介的调节模型

被引：5

作者：

金童林 ^{[1
]}

陆桂芝 ^{[1
]}

张璐 ^{[1
]}

李肖肖 ^{[2
]}

张丽 ^{[3
]}

机构：

[1] 哈尔滨师范大学教育科学学院

[2] 兰州城市学院教育系

[3] 临沂经济技术开发区第二实验小学

来源：

心理与行为研究 | 2017年 / 15卷 / 06期

关键词：

个人-组织契合; 员工创造力; 工作激情; 创新自我效能感;

D O I：

暂无

中图分类号：

F272.92 [人事管理];

学科分类号：

1201 ;

摘要：

基于个人-环境契合理论,采用问卷调查法收集223份员工数据,检验个人-组织契合对员工创造力产生的作用机理。结果表明:(1)个人-组织契合显著正向预测员工创造力,个人-组织契合通过创新自我效能感的部分中介效应影响员工创造力。(2)工作激情在个人-组织契合与员工创造力关系中发挥调节作用。(3)工作激情的调节作用通过创新自我效能感的中介实现,当工作激情较低时,个人-组织契合通过创新自我效能感的中介对其员工创造力产生更强烈的影响。

引用

页码：846 / 852

页数：7

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