Zhou Jing, Oldham Greg R, Chuang Aichia, Hsu Ryan Shuwei
Jesse H. Jones Graduate School of Business, Rice University.
A. B. Freeman School of Business, Tulane University.
J Appl Psychol. 2022 Mar;107(3):503-513. doi: 10.1037/apl0000900. Epub 2021 May 13.
We conducted a quasi-experimental field study of an organization-wide suggestion program and a follow-up laboratory experiment to examine the effects of choice of rewards on employee creativity. As hypothesized, the results of both studies showed that choice had positive, significant effects on the number of creative ideas employees generated and the creativity level of those ideas. Results of the quasi-experiment also showed that creative self-efficacy (CSE) mediated the effects of reward choice. Two general categories of rewards were examined in our studies-those that directly benefited the idea generator (Self) and those that directly benefited charities (Other). We explored the effects of these reward categories on employee creativity and whether employee creative personality interacted with the reward categories to affect employee creativity. Results showed that the reward categories did not have a significant impact on employee creativity. However, both studies demonstrated that in the Other reward condition, employees with a creative personality produced ideas higher in creativity than those with a less creative personality. The quasi-experiment also showed that CSE mediated the effects of the Reward × Creative Personality interaction. We discussed the implications of these results for the future research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
我们对一项全组织范围的建议计划进行了准实验性实地研究，并开展了一项后续实验室实验，以检验奖励选择对员工创造力的影响。正如假设的那样，两项研究的结果均表明，选择对员工产生的创意数量以及这些创意的创造力水平具有积极且显著的影响。准实验的结果还表明，创造性自我效能感（CSE）介导了奖励选择的影响。我们在研究中考察了两类奖励——直接使创意提出者受益的奖励（自我）和直接使慈善机构受益的奖励（他人）。我们探究了这些奖励类别对员工创造力的影响，以及员工的创造性人格是否与奖励类别相互作用以影响员工创造力。结果表明，奖励类别对员工创造力没有显著影响。然而，两项研究均表明，在“他人”奖励条件下，具有创造性人格的员工提出的创意比创造性较低人格的员工提出的创意更具创造力。准实验还表明，CSE介导了奖励×创造性人格交互作用的影响。我们讨论了这些结果对未来研究和实践的启示。（PsycInfo数据库记录（c）2022美国心理学会，保留所有权利）
