The Relationship between Self-Concordance and Employee Creativity
作者: 郁巧玲 ：苏州大学，江苏 苏州;
Abstract: On the basis of the self-determination theory, this study examined the relationship between the self-concordance and employee creativity. The participants involved 449 employees in 83 teams from different companies in China and the theoretical hypotheses were tested by hierarchical linear modeling. The results showed that 1) self-concordance had positive effects on employee creativity; 2) creative self-efficacy had a mediate effect between self-concordance and employee creativity; 3) affected-based trust in leader had a positive significant moderation effect between self- concordance and employee creativity. Also, affected-based trust in leader had a positive moderation role between self-concordance and creative self-efficacy. The research on the relationship between self-concordance and employee creativity can provide theoretical guidance to identify the individual factors that affect employee creativity. Finally, in the future study, we can explore self- concordance as a team variable affects team creativity. Other team variables (e.g., team security climate) may also affect the relationship between self-concordance and employee creativity.
文章引用: 郁巧玲 (2015) 自我协调与员工创造力的关系研究。 心理学进展， 5， 334-347. doi: 10.12677/AP.2015.56045
 Akaike, H. (1987). Factor analysis and AIC. Psychometrika, 52, 317-332.
 Zhou, J. (1998). Feedback valence, feedback style, task autonomy, and achievement orientation: Interactive effects on creative performance. Journal of Applied Psychology, 83, 261-276.
 Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in Organizational Behavior, 19, 123-167.
 Amabile, T. M. (1996). Creativity and innovation in organizations. Harvard Business School, 5, 239-396.
 Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
 Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46, 554-571.
 Brower, H. H., Schoorman, F. D., & Tan, H. H. (2000). A model of relational leadership: The integration of trust and leader- member exchange. The Leadership Quarterly, 11, 227-250.
 Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97, 117-134.
 Davidson, T., & De Stobbeleir, K. (2011). The power of the feedback environment in stimulating creative performance: The role of task autonomy and self-concordance. Vlerick Leuven Gent Management School.
 Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268.
 Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87, 611-628.
 Gaudreau, P., Carraro, N., & Miranda, D. (2012). From goal motivation to goal progress: The mediating role of coping in the self-concordance model. Anxiety, Stress & Coping, 25, 507-528.
 Gavin, M. B., & Hofmann, D. A. (2002). Using hierarchical linear modeling to investigate the moderating influence of leadership climate. The Leadership Quarterly, 13, 15-33.
 Gong, Y. P., Kim, T. Y., Zhu, J., & Lee, D. R. (2012). A multilevel model of team goal orientation, information exchange, and creativity. Academy of Management Journal, 56, 827-851.
 Hon, A. H. Y. (2011). Enhancing employee creativity in the Chinese context: The mediating role of employee self-concordance. In-ternational Journal of Hospitality Management, 30, 375-384.
 James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67, 219-229.
 Janssen, O. (2001). Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction. Academy of Management Journal, 44, 1039-1050.
 Judge, T. A., Bono, J. E., Erez, A., & Locke, E. A. (2005). Core self-evaluations and job and life satisfaction: The role of self-concordance and goal attainment. Journal of Applied Psy-chology, 90, 257-268.
 Karwowski, M., Lebuda, I., & Wiśniewska, E. (2012). Measurement of creative self-efficacy and creative role-identity. High Ability Studies, in Press.
 Lance, C. E., Butts, M. M., & Michels, L. C. (2006). The sources of four commonly reported cutoff criteria what did they really say? Organizational Research Methods, 9, 202-220.
 Langfred, C. W. (2004). Too much of a good thing? Negative effects of high trust and individual autonomy in self-managing teams. Academy of Management Journal, 47, 385-399.
 Liu, D., Chen, X. P., & Yao, X. (2011). From autonomy to creativity: A multilevel investigation of the mediating role of harmonious passion. Journal of Applied Psychology, 96, 294-309.
 Liu, J. Y., Siu, O. L., & Shi, K. (2010). Transformational leadership and employee well-being: The mediating role of trust in the leader and self-efficacy. Applied Psychology, 59, 454-479.
 MacKinnon, D. P., Lockwood, C. M., & Williams, J. (2004). Confidence limits for the indirect effect: Distribution of the product and resampling methods. Multivariate Behavioral Research, 39, 99-128.
 MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M., West, S. G., & Sheets, V. (2002). A comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 7, 83-104.
 Mathieu, J. E., & Taylor, S. R. (2007). A framework for testing meso-mediational relationships in organizational behavior. Journal of Organizational Behavior, 28, 141-172.
 Mayer, D. M., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. B. (2009). How low does ethical leadership flow? Test of a trickle-down model. Organizational Behavior and Human Decision Processes, 108, 1-13.
 Mayer, R. C., & Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss? Academy of Management Journal, 48, 874-888.
 McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38, 24-59.
 Mumford, M. D., Costanza, D. P., Connelly, M. S., & Johnson, J. F. (1996). Item generation procedures and background date scales: Implications for construct and criterion-related validity. Personnel Psychology, 49, 361-398.
 Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39, 607-634.
 Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1, 107- 142.
 Raudenbush, S. W. (2002). Hierarchical linear models: Applications and data analysis methods. Thousand Oaks, CA: Sage.
 Richter, A. W., Hirst, G., van Knippenberg, D., & Baer, M. (2012). Creative self-efficacy and individual creativity in team contexts: Cross-level interactions with team informational resources. Journal of Applied Psychology, 97, 1282-1290.
 Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78.
 Schaubroeck, J., Lam, S. S., & Peng, A. C. (2011). Cognition-based and affect-based trust as mediators of leader behavior influences on team performance. Journal of Applied Psychology, 96, 863-871.
 Schneider, B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Tests of a causal model. Journal of Applied Psychology, 83, 150-163.
 Schumacker, R. E., & Lomax, R. G. (1996). A beginner’s guide to structural equation modeling. Mahwah, NJ: Erlbaum.
 Shalley, C. E., & Gilson, L. L. (2004). What leaders need to know: A review of social and contextual factors that can foster or hinder creativity. The Leadership Quarterly, 15, 33-53.
 Shalley, C. E., Gilson, L. L., & Blum, T. C. (2009). Interactive effects of growth need strength, work context, and job complexity on self-reported creative performance. Academy of Management Journal, 52, 489-505.
 Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30, 933-958.
 Shaver, P. R., & Mikulincer, M. (2007). Adult attachment strategies and the regulation of emotion. In J. J. Gross (Ed.), Handbook of Emotion Regulation (pp. 446-465). New York: Guilford Press.
 Sheldon, K. M., & Elliot, A. J. (1998). Not am personal goals are personal: Comparing autonomous and controlled reasons for goals as predictors of effort and attainment. Personality and Social Psychology, 24, 546-557.
 Sheldon, K. M., & Houser-Marko, L. (2001). Self-concordance, goal attainment, and the pursuit of happiness: Can there be an upward spiral? Journal of Personality and Social Psychology, 80, 152-165.
 Sheldon, K. M., Elliot, A. J., Ryan, R. M., Chirkov, V., Kim, Y., Wu, C., Demir, M., & Sun, Z. G. (2004). Self-concordance and subjective well-being in four cultures. Journal of Cross-cultural Psychology, 35, 209-223.
 Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46, 703-714.
 Tierney, P., & Farmer, S. M. (2002). Creative self-efficacy: Its potential antecedents and relationship to creative performance. Academy of Management Journal, 45, 1137-1148.
 Tierney, P., & Farmer, S. M. (2004). The Pygmalion process and employee creativity. Journal of Management, 30, 413-432.
 Tjosvold, D., Tang, M. M. L., & West, M. (2004). Reflexivity for team innovation in China: The contribution of goal interdependence. Group & Organization Management, 29, 540-559.
 Tsui, A. S., Ashford, S. J., St. Clair, L., & Xin, K. R. (1995). Dealing with discrepant expectations: Response strategies and managerial effectiveness. Academy of Management Journal, 38, 1515-1543.
 Tushman, M. L., Anderson, P. C., & O’Reilly, C. (1997). Technology cycles, innovation streams, and ambidextrous organizations: Organization renewal through innovation streams and strategic change. In P. Anderson, & M. Tushman (Eds.), Managing Strategic Innovation and Change (pp. 3-23). New York: Oxford University Press.
 Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
 Yang, J. X., Kevin, W., & Peng, T. K. (2009). Supervisory procedural justice effects: The mediating roles of cognitive and affective trust. The Leadership Quarterly, 20, 143-154.
 Zhou, J. (2003). When the presence of creative coworkers is related to creativity: Role of supervisor close monitoring, developmental feedback, and creative personality. Journal of Applied Psychology, 88, 413-422.