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Acta Psychologica Sinica    2020, Vol. 52 Issue (6) : 801-810     DOI: 10.3724/SP.J.1041.2020.00801
Reports of Empirical Studies |
Where there's a will, there's a way: Intrinsic motivational orientation, idea quality, and idea implementation
DONG Niannian1, WANG Xueli2()
1 Donlinks School of Economics and Management, University of Science & Technology Beijing, Beijing 100083, China
2 School of Economics and Management, Tsinghua University, Beijing 100084, China
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Abstract  

The innovation process can be conceptualized as encompassing two stages: idea generation and idea implementation. However, to date, more early research has been focused on the idea generation stage, and these two subfields still remain stubbornly disconnected from one another. To integrate these two disparate subfields and advance our comprehensive understanding of the innovation process, the current study relied on self-determination theory and Yale attitude change approach to examine the effect of intrinsic motivational orientation of idea generators on idea quality, and further tested the effect of idea quality, rewards of the idea generators, and their interaction on idea implementation.

To test the hypotheses in the proposed model, we collected data from 251 idea generators, 7 idea evaluators and the manager of an innovative proposal project at 3 different time points in a large financial company. In the first wave, 440 ideas proposed by 440 idea generators were recorded. In the second wave, all of the idea generators were invited to complete a questionnaire, including demographic information and intrinsic motivational orientation, and the number of valid questionnaires was 251; moreover, 7 in-house experts assessed the idea generators and the quality of each idea. Approximately six months later, the manager of this project reported the implementation degree of all of the ideas. Our hypotheses were examined using SPSS 22.0.

By analyzing the multi-time and multi-source data, it was found in this study that: (1) intrinsic motivational orientation of the idea generators has a significantly positive effect on idea quality; (2) idea quality further facilitates idea implementation; (3) rewards of the idea generators positively influence idea implementation; and (4) idea quality and rewards of the idea generators interact to predict idea implementation.

The findings presented here contribute to innovation literature in the following ways. First, this study tracks the innovation process from idea generation to idea implementation, bridging the theoretical divide between creativity research and idea implementation research. Second, this study clarifies the positive effect of intrinsic motivational orientation on idea quality, which is a beneficial supplement to, and promotion of the existing research on the relationship between intrinsic motivation and creativity. Third, Yale attitude change theory is introduced into idea implementation research, which not only expands the application scope of this theory, but also enriches theoretical perspectives of idea implementation research.

Keywords intrinsic motivational orientation      idea quality      idea implementation      rewards     
PACS:  B849: C91  
Corresponding Authors: Xueli WANG     E-mail: wangxl@sem.tsinghua.edu.cn
Issue Date: 22 April 2020
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Niannian DONG,Xueli WANG. Where there's a will, there's a way: Intrinsic motivational orientation, idea quality, and idea implementation[J]. Acta Psychologica Sinica, 2020, 52(6): 801-810.
URL:  
http://journal.psych.ac.cn/xlxb/EN/10.3724/SP.J.1041.2020.00801     OR     http://journal.psych.ac.cn/xlxb/EN/Y2020/V52/I6/801
时点 创新提案项目开展阶段 研究数据收集情况
时点1 创意提出阶段 研究者向创新提案项目管理者提取创意提出者信息和创意内容。
时点2 创意评估阶段 (1)研究者向7名内部专家提取440条创意质量数据和创意提出者获奖的二手数据。
(2)研究者在客户体验管理部和人力资源管理部的支持下, 对440名创意提出者发放问卷, 收集其人口统计学信息和内在动机倾向数据, 共回收251份有效问卷。
时点3 创意实施阶段 研究者向创新提案项目管理者提取创意实施的二手数据。
  
变量名 M SD 1 2 3 4 5 6 7 8 9 10 11 12
1.年龄 29.88 3.79
2.性别 0.22 0.41 0.03
3.教育程度 1.79 0.44 0.11 0.03
4.风险管理部 0.11 0.32 0.25*** 0.03 0.02
5.运营中心 0.55 0.50 -0.28*** -0.28*** -0.05 -0.39***
6.资产管理部 0.11 0.31 0.16** -0.09 0.05 -0.12 -0.38***
7.客户关系管理部 0.12 0.33 -0.10 0.17** -0.05 -0.13* -0.40*** -0.13*
8.组织任期 5.83 3.47 0.79*** -0.12 0.07 0.37*** -0.14* 0.25*** -0.28***
9.职位任期 3.10 2.00 0.08 -0.31*** -0.06 -0.08 0.28*** -0.00 0.18** 0.20***
10.内在动机倾向 5.27 0.47 0.04 0.15* 0.04 -0.09 -0.10 0.02 0.07 -0.03 -0.10
11.奖励 1.63 0.54 0.11 0.02 0.05 0.10 -0.11 0.10 -0.07 0.15* 0.09 0.13*
12.创意质量 1.35 0.76 0.13* 0.07 0.10 0.15* -0.12 0.11 -0.12 0.25*** -0.04 0.17** 0.28***
13.创意实施 2.16 0.76 0.06 0.02 -0.05 0.10 -0.15* 0.12 -0.03 0.08 -0.01 0.15* 0.66*** 0.24***
  
变量类型 创意质量 创意实施
模型1 模型2 模型3 模型4 模型5 模型6
控制变量
年龄 -0.05* (0.02) -0.06* (0.02) -0.01 (0.02) -0.00 (0.02) -0.00 (0.02) -0.01(0.02)
性别 0.14 (0.13) 0.11 (0.12) 0.00 (0.13) -0.03 (0.13) -0.05 (0.10) -0.04(0.10)
教育程度 0.14 (0.11) 0.13 (0.11) -0.10 (0.11) -0.14 (0.11) -0.15 (0.09) -0.15(0.08)
风险管理部 -0.09 (0.22) -0.02 (0.22) 0.01 (0.23) 0.03 (0.23) 0.01 (0.18) 0.04(0.17)
运营中心 -0.25 (0.17) -0.21 (0.17) -0.28 (0.18) -0.23 (0.18) -0.13 (0.14) -0.11(0.13)
资产管理部 -0.08 (0.22) -0.06 (0.22) 0.07 (0.23) 0.09 (0.22) 0.06 (0.17) 0.12(0.17)
客户关系管理部 -0.28 (0.19) -0.26 (0.19) -0.19 (0.20) -0.13 (0.20) -0.07 (0.15) -0.01(0.15)
组织任期 0.10*** (0.03) 0.10*** (0.03) 0.02 (0.03) -0.00 (0.03) -0.01 (0.02) -0.01(0.02)
职位任期 -0.02 (0.03) -0.02 (0.03) 0.01 (0.03) 0.01 (0.03) -0.02 (0.02) -0.02(0.02)
主效应
内在动机倾向 0.27** (0.10)
创意质量 0.23** (0.07) 0.17**(0.06)
奖励 0.93*** (0.07) 0.94***(0.07)
两重交互项
创意质量×奖励 -0.25*** (0.06)
F 3.45** 3.95*** 1.10 2.19* 19.71*** 19.01***
R2 0.11 0.14 0.04 0.08 0.45 0.49
ΔR2 0.03** 0.04** 0.04***
  
  
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