School of Hotel and Tourism Management, The Chinese University of Hong Kong.
School of Management, Nanjing University, Nanjing.
J Appl Psychol. 2014 Jul;99(4):665-680. doi: 10.1037/a0035679. Epub 2014 Feb 3.
In this article, some information about the data used in the article and a citation were not included. The details of the corrections are provided.] This study uses 3-level, 2-wave time-lagged data from a random sample of 55 high-technology firms, 238 teams, and 1,059 individuals in China to investigate a multilevel combinational model of employee creativity. First, we hypothesize that firm (macrolevel) high-commitment work systems are conducive to individual (microlevel) creativity. Furthermore, we hypothesize that this positive crosslevel main impact may be combined with middle-level (mesolevel) factors, including team cohesion and team task complexity, such that the positive impact of firm high-commitment work systems on individual creativity is stronger when team cohesion is high and the team task more complex. The findings from random coefficient modeling analyses provide support for our hypotheses. These sets of results offer novel insight into how firms can use macrolevel and mesolevel contextual variables in a systematic manner to promote employee creativity in the workplace, despite its complex nature.
本文遗漏了一些关于文章中使用的数据和引用的信息。更正的详细信息如下。]本研究使用了来自中国 55 家高科技公司、238 个团队和 1059 名个人的三级、两波时间滞后数据，旨在调查员工创造力的多层次组合模型。首先，我们假设企业（宏观层面）的高承诺工作系统有利于个体（微观层面）的创造力。此外，我们假设这种积极的跨层次主要影响可能与中层（中间层次）因素相结合，包括团队凝聚力和团队任务复杂性，例如，当团队凝聚力高且团队任务更复杂时，企业高承诺工作系统对个体创造力的积极影响更强。随机系数建模分析的结果为我们的假设提供了支持。这些结果为企业如何以系统的方式利用宏观和中层情境变量来促进工作场所员工的创造力提供了新的见解，尽管其性质复杂。
