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知识经济时代员工创造力已成为企业赢得竞争优势的决定性因素,虽然研究发现人境匹配有利于员工创造力提升,但本土情境下领导-成员匹配与员工创造力的内部作用机理尚不明晰。本文以自我决定理论和资源保存理论为切入点,关注中西方文化差异性造成的领导—成员匹配对员工创造力的不同影响,同时引入内部动机作为中介变量,由于本土文化情境中家庭观念对于中国员工的重要影响,因此将工作家庭关系中的家庭情感支持作为调节变量引入研究,构建一个有中介的调节效应模型来探究员工创造力的提升。基于328名员工样本进行多层回归分析结果表明:领导—成员匹配能正向预测员工创造力;内部动机在领导-成员匹配与员工创造力之间起到部分中介作用;同时家庭情感支持完全通过内部动机正向调节领导-成员匹配对员工创造力的影响。丰富了匹配视角下的员工创造力研究,同时从平衡工作家庭关系的视角为创造力激发提供了新的思路。
Employee creativity in the age of knowledge economy has become the decisive factor for enterprises to gain competitive advantage. Although the study finds that the matching of people and environment is beneficial to the improvement of staff creativity, the internal mechanism of leadership-member matching and staff creativity is not clear in the local context. In this paper, self-determination theory and resource conservation theory as the starting point, focusing on cultural differences caused by the leadership-member matching on the different impact of staff creativity, while introducing internal motivation as an intermediary variable, the concept of family culture in China for China Staff’s important influence, so the affective support of family in working-family relationship is introduced into the research as a regulatory variable, and an intermediary adjustment effect model is constructed to explore the improvement of employee’s creativity. Multi-level regression analysis based on a sample of 328 employees showed that leadership-member matching positively predicted employee creativity; internal motivation played a partial intermediary role between leadership-member matching and employee creativity; and at the same time, family affection support was completely passed Internal motivation positively regulates the impact of leadership-member matching on employee creativity. It enriches the study of employee creativity from the perspective of matching, and provides a new idea for stimulating creativity from the perspective of balancing the work-family relationship.