Zhang Jiexuan, Zhu Fei
Business School, Central University of Finance and Economics, Xueyuan South Road 39, Haidian District, Beijing 100081, China.
Behav Sci (Basel). 2024 Jul 18;14(7):610. doi: 10.3390/bs14070610.
Although the relationship between employer brand and employee creativity has become a popular theme, this nexus is indirect and ambiguous. Additionally, most studies ignore the consistency of instrumental and symbolic attributes when discussing the consequences of employer brand. This study explored the mechanism of employer brand attributes congruence on employee creativity through career satisfaction, and further revealed the moderating role of proactive personality. Based on the cue consistency theory and the social information processing theory, a polynomial regression model was created and a response surface analysis was conducted using 488 paired questionnaires. The results showed that employer brand attributes congruence impacted employee creativity via career satisfaction. A consistent employer brand strategy is more effective for the creativity of less proactive individuals, while a high-level proactive personality can compensate for the deficiencies of employer brand attributes incongruence. The results complemented employer brand research from the perspective of the instrumental-symbolic attribute configuration and provided supportive empirical evidence of employer brand practices aiming at improving employee creativity. This study has certain practical implications for HR practitioners.
尽管雇主品牌与员工创造力之间的关系已成为一个热门话题，但这种联系是间接且模糊的。此外，大多数研究在讨论雇主品牌的影响时忽略了工具性和象征性属性的一致性。本研究通过职业满意度探讨了雇主品牌属性一致性对员工创造力的作用机制，并进一步揭示了积极型人格的调节作用。基于线索一致性理论和社会信息加工理论，利用488份配对问卷建立了多项式回归模型并进行了响应面分析。结果表明，雇主品牌属性一致性通过职业满意度影响员工创造力。一致的雇主品牌战略对积极性较低的个体的创造力更有效，而高水平的积极型人格可以弥补雇主品牌属性不一致的不足。研究结果从工具性-象征性属性配置的角度补充了雇主品牌研究，并为旨在提高员工创造力的雇主品牌实践提供了支持性实证依据。本研究对人力资源从业者具有一定的实践意义。
