ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2020, Vol. 52 ›› Issue (1): 81-92.doi: 10.3724/SP.J.1041.2020.00081

• 研究报告 • 上一篇    下一篇

个性化工作协议对员工主动性职业行为和创造力的影响

罗萍1, 施俊琦1(), 朱燕妮2, 房俨然3   

  1. 1 中山大学岭南(大学)学院, 广州 510275
    2 澳门科技大学酒店与旅游管理学院, 澳门 00853
  • 收稿日期:2017-12-15 出版日期:2020-01-25 发布日期:2019-11-21
  • 通讯作者: 施俊琦 E-mail:shijq3@mail.sysu.edu.cn
  • 基金资助:
    * 国家自然科学基金委杰出青年基金项目资助(71425004)

The influence of idiosyncratic deals on employee proactive career behavior and creativity

LUO Ping1, SHI Junqi1(), ZHU Yanni2, FANG Yanran3   

  1. 1 Lingnan (University) College, Sun Yat-sen University, Guangzhou 510275, China
    2 Faculty of Hospitality and Tourism Management, Macau University of Science and Technology, Macau 00853, China
  • Received:2017-12-15 Online:2020-01-25 Published:2019-11-21
  • Contact: SHI Junqi E-mail:shijq3@mail.sysu.edu.cn

摘要:

个性化工作协议是员工和组织通过谈判协商, 自愿达成的非标准化工作协议。基于自我决定理论, 本文探讨了个性化工作协议对员工主动性职业行为和创造力的影响机制及其边界条件。通过分析230对“员工-主管”匹配数据, 本研究发现:个性化工作协议增强了员工基本心理需求满足(能力需求、自主需求和关系需求), 促进了主动性职业行为和创造力, 其中能力需求满足中介了个性化工作协议对主动性职业行为和创造力的影响; 此外, 较高水平的工作负荷不仅增强了个性化工作协议对员工能力需求/自主需求满足的促进作用, 也增强了个性化工作协议通过提升能力需求满足, 进而提升员工主动性职业行为和创造力的中介效应。

关键词: 个性化工作协议, 心理需求满足, 主动性职业行为, 创造力, 工作负荷

Abstract:

Idiosyncratic deals (simplified as “i-deals”) refer to personalized employment arrangements in order to meet both employees and their employers’ benefits. Drawing on self-determination theory (SDT), the current study investigated the relationship between i-deals and the two important employee work outcomes (i.e., proactive career behavior and creativity) by focusing on the mediating role of psychological needs satisfaction (i.e., competence need satisfaction, autonomy need satisfaction and relatedness need satisfaction) and the moderating role of workload.
Three time points of data were collected from 230 supervisor-subordinate dyads in 40 work teams within Guangzhou and Shenzhen. At Time 1, subordinates reported i-deals and provided demographic information. At Time 2, subordinates responded to measures of workload, competence need satisfaction, autonomy need satisfaction, and relatedness need satisfaction. At Time 3, supervisors rated their subordinates’ creativity, and employees self-reported their own proactive career behavior.
Results showed that: (1) i-deals was positively related to all three forms of employees’ psychological needs satisfaction (competence need satisfaction, autonomy need satisfaction, and relatedness need satisfaction); (2) i-deals was positively associated with both employee proactive career behavior and creativity; (3) competence need satisfaction mediated the relationship between i-deals and the two employee work outcomes (i.e., proactive career behavior and creativity), whereas the mediating effect of autonomy and relatedness need satisfaction was not significant; (4) workload strengthened the positive relationship between i-deals and employee competence / autonomy need satisfaction, as well as the indirect effect of i-deals on proactive career behavior and creativity via competence need satisfaction.
The current study contributes to the literature in two aspects. First, drawing on SDT, we identified the mediating mechanism of psychological need satisfaction (competence need satisfaction in specific) in understanding the influence of i-deals on employee’s proactive career behavior and creativity. Second, in testing the moderating role of workload on the effects of i-deals and its outcomes, we clarified the boundary condition of the positive effects of i-deals. The theoretical contributions and practical implications of the results were discussed.

Key words: idiosyncratic deals, needs satisfaction, proactive career behavior, creativity, workload

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