杨洁,常铭超,张露.工作场所乐趣对员工创新行为的作用机制研究[J].管理科学,2019,32(3):28-41
工作场所乐趣对员工创新行为的作用机制研究
Study on the Mechanism of Workplace Fun on Employees’ Innovative Behavior
投稿时间:2018-10-30  修订日期:2019-04-11
DOI:10.3969/j.issn.1672-0334.2019.03.003
中文关键词:  乐趣活动  同事社交  个人自由  员工创新行为  乐趣体验  工作繁荣
英文关键词:fun activities  coworker socializing  personal freedom  employees′ innovative behavior  experienced fun  thriving at work
基金项目:国家自然科学基金(71862005)
作者单位E-mail
杨洁 贵州财经大学 工商学院贵阳 550025 yangjie01@126.com 
常铭超 贵州财经大学 工商学院贵阳 550025 cmc627@126.com 
张露 贵州财经大学 工商学院贵阳 550025 zhangluxncd@126.com 
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中文摘要:
        创造有趣的工作环境已经成为重要的管理手段,不少组织通过设计和引导工作场所乐趣,提高员工的工作满意度并有效地缓解情绪衰竭。在中国制造向中国创造转变的背景下,工作场所乐趣为激发员工创新行为提供了新颖的视角。然而,工作场所乐趣的学术研究仍处于起步阶段,实证研究不足,工作场所乐趣与员工创新行为之间关系的研究更是匮乏。
        基于情感事件理论和资源保存理论,从情感和资源双重视角建构理论模型,分析不同维度的工作场所乐趣对员工创新行为的影响机制,深入探讨乐趣体验和工作繁荣的中介作用。通过两阶段的问卷调查,收集贵州、山东和上海等地区10家企业共计383份有效样本,基于Mplus 7.0,采用结构方程模型和bootstrapping方法,验证提出的理论假设。
        研究结果表明,①乐趣活动和同事社交对员工创新行为均有显著正向影响,个人自由对员工创新行为的作用不显著;②乐趣活动通过乐趣体验和工作繁荣两条中介路径影响员工创新行为;③同事社交仅通过工作繁荣间接影响员工创新行为;④个人自由则经由乐趣体验间接影响员工创新行为。
        研究结果揭示了乐趣活动、同事社交、个人自由通过乐趣体验和工作繁荣对员工创新行为的不同影响路径,不仅支持和验证了不同维度的工作场所乐趣具有差异化作用的学术观点,丰富了工作场所乐趣的理论研究,还为员工创新行为的进一步研究提供了新视角。研究结论对组织管理实践有一定启示,管理者应积极开展乐趣活动促进员工间的互动来打造有趣的工作场所,但要谨慎看待个人自由。同时要注意工作场所乐趣对员工的乐趣体验和工作繁荣的引导,从而有效地促进创新行为。
英文摘要:
        Creating an interesting work environment has become an important managerial means. Many organizations have improved employees′ job satisfaction and relieved their emotional exhaustion effectively by designing and guiding workplace fun. In the context of the transition from China′s manufacturing to China′s creating, workplace fun provides us a new perspective to stimulate employees′ innovative behavior. However, the academic research on workplace fun is still in its infancy. Empirical research is insufficient, and the research on the relationship between workplace fun and employees′ innovative behavior is even less.
        Based on affective events theory and conservation of resources theory, this study constructs a theoretical model from double angle of affection and resource, in order to explore the influential mechanism of different dimensions of workplace fun on employees′ innovative behavior, and discusses the mediating effects of employees′ experienced fun and thriving at work deeply.
        We have collected valid data of 383 employees from 10 different companies located in Guizhou, Shandong, Shanghai and other regions of China through two-stage questionnaire survey. Based on Mplus 7.0, the theoretical hypotheses have been tested through structural equation model and Bootstrapping method.
        According to the empirical results,several findings are as follows: ①Fun activities and coworker socializing have significant positive effects on employees′ innovative behavior, while personal freedom has no significant effect on employees′ innovative behavior. ②Fun activities affect employees′ innovative behavior through two mediating paths: employees′ experienced fun and thriving at work. ③Coworker socializing only indirectly affects employees′ innovative behavior through thriving at work. ④Personal freedom indirectly influences employees′ innovative behavior through their experienced fun.
        The study has revealed that fun activities, coworker socializing and personal freedom have impacted on employees′ innovative behavior through their experienced fun and thriving at work in different ways. The results not only support and verify the important academic opinion that different dimensions of workplace fun have differentiated effects, but also enrich the theory of workplace fun, and provide a new angle of view for the further research of employees′ innovative behavior. Meanwhile,the conclusions of the study have some implications for the managerial practice of the organizations: the enterprises′ managers should create interesting workplaces by actively carrying out fun activities and encouraging interaction between employees, while treating personal freedom with caution. Managers should also pay more attention to the guiding of workplace fun on employees′ experienced fun and thriving at work, so as to effectively promote the innovation.
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