组织创新的消极影响：创新研究中的盲点

doi:10.6049/kjjbydc.2016070448

科技进步与对策

2017, Vol. 34

Issue (7): 1-6 DOI: 10.6049/kjjbydc.2016070448

科技管理创新

本期目录 | 过刊浏览 | 高级检索

组织创新的消极影响：创新研究中的盲点

张剑^1,2,张莹¹,王建辉¹

1.北京科技大学东凌经济管理学院，北京 100083;2.国土资源人才评价开放实验室，北京 100812

The Nagetive Side of Innovation Inorganization：A Blind Spot of Innovation

Zhang Jian^1,2,Zhang Ying¹,Wang Jianhui¹

1.Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing 100083, China;2.Laboratory of Talent Evaluation of Land and Resources, Beijing 100812, China

摘要
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相关文章 (15)

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摘要创新带来的消极影响开始引起学术研究者和管理实践者的关注。从组织创新的概念界定出发，辨析创造力和革新的区别与联系，综述创新在个体层面、团队层面以及组织层面可能产生的消极影响，从前因变量和调节变量两个方面探讨创新产生消极影响的原因，指出未来研究不应忽视创新的消极影响，而应更加科学地解释组织创新的效能。

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	张剑
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	王建辉

关键词 ：组织创新, 革新, 创造力, 消极面

收稿日期: 2016-09-06

ZTFLH:

C936

基金资助:国家自然科学基金项目(71071017）；教育部人文社会科学基金项目（15YJA630099）

通讯作者: 张剑

作者简介: 张剑（1967-），女，新疆乌鲁木齐人，博士，北京科技大学东凌经济管理学院教授、博士生导师，国土资源人才评价开放实验室研究员，研究方向为组织行为学、人力资源管理；张莹（1990-），女，山西大同人，北京科技大学东凌经济管理学院博士研究生，研究方向为组织行为学；王建辉（1975-），男，山东济南人, 北京科技大学东凌经济管理学院博士研究生，研究方向为组织行为学。

引用本文:

张剑,张莹,王建辉. 组织创新的消极影响：创新研究中的盲点[J]. 科技进步与对策, 2017, 34(7): 1-6.
Zhang Jian,Zhang Ying,Wang Jianhui. The Nagetive Side of Innovation Inorganization：A Blind Spot of Innovation. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2017, 34(7): 1-6.

链接本文:

http://www.kjjb.org/CN/10.6049/kjjbydc.2016070448 或 http://www.kjjb.org/CN/Y2017/V34/I7/1

［1］GINO F, ARIELY D. The dark side of creativity: original thinkers can be more dishonest［J］. Journal of Personality and Social Psychology, 2012, 102(3): 445-459.
［2］WEST M A. Sparkling fountains or stagnant ponds: an integrative model of creativity and innovation implementation in work groups［J］. Applied Psychology, 2002, 51(3): 355-387.
［3］ANDERSON N, DE DREU C K, NIJSTAD B A. The routinization of innovation research: a constructively critical review of the state-of-the-science［J］. Journal of organizational Behavior, 2004, 25(2): 147-173.
［4］JANSSEN O, VAN DE VLIERT E, WEST M. The bright and dark sides of individual and group innovation: a special issue introduction［J］. Journal of Organizational Behavior. 2004, 25(2): 129-145.
［5］GARCIA-MORALES V J, JIMENEZ-BARRIONUEVO M M, GUTIERREZ-GUTIERREZ L. Transformational leadership influence on organizational performance through organizational learning and innovation［J］. Journal of Business Research, 2012, 65(7): 1040-1050.
［6］JAMES K, CLARK K, CROPANZANO R. Positive and negative creativity in groups, institutions, and organizations: a model and theoretical extension［J］. Creativity Research Journal, 1999, 12(3): 211-226.
［7］ANDERSON N, GASTEIGER R M. Helping creativity and innovation thrive in organizations: functional and dysfunctional perspectives［M］. Research Companion to the Dysfunctional Workplace: Management Challenges and Symptoms, 2007: 422-440.
［8］HARRISON S, WAGNER D T. Spilling outside the box: the effects of individuals' creative behaviors at work on time spent with their spouses at home［J］. Academy of Management Journal, 2016, 59(3): 841-859.
［9］ANDERSON N R, GASTEIGER R M. Innovation and creativity in organizations: individual and work team research findings and implications for government policy［M］// B NOOTEBOOM, E STAM. Micro-foundations for innovation policy. Amsterdam/The Hague: Amsterdam University Press/WRR, 2008:249-271.
［10］ANDERSON N,POTOCNIK K,ZHOU J.Innovation and creativity in organizations a state-of-the-science review, prospective commentary, and guiding framework［J］. Journal of Management, 2014, 40(5): 1297-1333.
［11］张剑，徐金梧，王维才. 创造性组织环境研究的新进展［J］. 北京科技大学学报:社会科学版，2005,27(2):82-86.
［12］连欣，杨百寅，马月婷. 组织创新氛围对员工创新行为影响研究［J］. 管理学报，2013,10(7):985-992.
［13］SAROOGHI H, LIBAERS D, BURKEMPER A. Examining the relationship between creativity and innovation: a meta-analysis of organizational, cultural, and environmental factors［J］. Journal of Business Venturing, 2015, 30(5): 714-731.
［14］BAER M. Putting creativity to work: the implementation of creative ideas in organizations［J］. Academy of Management Journal, 2012, 55(5): 1102-1119.
［15］AMABILE T M, PILLEMER J. Perspectives on the social psychology of creativity［J］. The Journal of Creative Behavior, 2012, 46(1): 3-15.
［16］HIRST G, VAN KNIPPENBERG D, ZHOU J. A cross-level perspective on employee creativity: goal orientation, team learning behavior, and individual creativity［J］. Academy of Management Journal, 2009, 52(2): 280-293.
［17］JANSSEN O. Job demands, perceptions of effort-reward fairness and innovative work behaviour［J］. Journal of Occupational and Organizational Psychology,2000, 73(3): 287-302.
［18］ROSING K, FRESE M, BAUSCH A. Explaining the heterogeneity of the leadership-innovation relationship: ambidextrous leadership［J］. The Leadership Quarterly, 2011, 22(5): 956-974.
［19］PAULUS P. Groups, teams, and creativity: the creative potential of idea-generating groups［J］. Applied Psychology, 2000, 49(2): 237-262.
［20］ZALTMAN G, DUNCAN R, HOLBEK J. Innovations and organizations［M］. New York: Wiley, 1973.
［21］SHALLEY C E, ZHOU J. Handbook of organizational creativity［M］. Hillsdale, NJ: Lawrence Erlbaum, 2008.
［22］YUAN F, WOODMAN R W. Innovative behavior in the workplace: the role of performance and image outcome expectations［J］. Academy of Management Journal, 2010, 53(2): 323-342.
［23］LEVITT T. Creativity is not enough［J］. Harvard Business Review, 2002, 80(8): 137-145.
［24］温志毅. 工作绩效的四因素结构模型［J］. 首都师范大学学报：社会科学版，2005(5): 105-111.
［25］MIRON E, EREZ M, NAVEH E. Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other［J］. Journal of Organizational Behavior, 2004, 25(2): 175-199.
［26］BINNEWIES C, WORNLEIN S C. What makes a creative day? a diary study on the interplay between affect, job stressors, and job control［J］. Journal of Organizational Behavior, 2011, 32(4): 589-607.
［27］SCHULDBERG D. Six subclinical spectrum traits in normal creativity［J］. Creativity Research Journal, 2001, 13(1): 5-16.
［28］AVERILL J R, NUNLEY E P. Grief as an emotion and as a disease: a social-constructionist perspective［J］. Journal of Social Issues,1988, 44(3): 79-95.
［29］BEAUSSART M L, ANDREWS C J, KAUFMAN J C. Creative liars: the relationship between creativity and integrity［J］. Thinking Skills and Creativity, 2013, 9: 129-134.
［30］HART P M, COOPER C L. Occupational stress: toward a more integrated framework［J］. Handbook of Industrial, Work and Organizational Psychology, 2001, 2: 93-114.
［31］SHALLEY C E, GILSON L L, BLUM T C. Matching creativity requirements and the work environment: effects on satisfaction and intentions to leave［J］. Academy of Management Journal, 2000, 43(2): 215-223.
［32］WEST M, BORRILL C A, UNSWORTH K L. Team effectiveness in organizations［M］// International review of industrial and organizational psychology. New York: Wiley, 1998.
［33］JANSSEN O. Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co-workers［J］. Journal of Occupational and Organizational Psychology, 2003, 76(3): 347-364.
［34］JEHN K A, NORTHCRAFT G B, NEALE M A. Why differences make a difference: a field study of diversity, conflict and performance in workgroups［J］. Administrative Science Quarterly, 1999, 44(4): 741-763.
［35］DE DREU C K. When too little or too much hurts: evidence for a curvilinear relationship between task conflict and innovation in teams［J］. Journal of Management, 2006, 32(1): 83-107.
［36］FLORIDA R. The rise of the creative class, and how it is transforming work, leisure, community and everyday life［M］.New York: Basic Books, 2002.
［37］BLEDOW R, ROSING K, FRESE M. A dynamic perspective on affect and creativity［J］. Academy of Management Journal,2013, 56(2): 432-450. ［1］GINO F, ARIELY D. The dark side of creativity: original thinkers can be more dishonest［J］. Journal of Personality and Social Psychology, 2012, 102(3): 445-459.
［2］WEST M A. Sparkling fountains or stagnant ponds: an integrative model of creativity and innovation implementation in work groups［J］. Applied Psychology, 2002, 51(3): 355-387.
［3］ANDERSON N, DE DREU C K, NIJSTAD B A. The routinization of innovation research: a constructively critical review of the state-of-the-science［J］. Journal of organizational Behavior, 2004, 25(2): 147-173.
［4］JANSSEN O, VAN DE VLIERT E, WEST M. The bright and dark sides of individual and group innovation: a special issue introduction［J］. Journal of Organizational Behavior. 2004, 25(2): 129-145.
［5］GARCIA-MORALES V J, JIMENEZ-BARRIONUEVO M M, GUTIERREZ-GUTIERREZ L. Transformational leadership influence on organizational performance through organizational learning and innovation［J］. Journal of Business Research, 2012, 65(7): 1040-1050.
［6］JAMES K, CLARK K, CROPANZANO R. Positive and negative creativity in groups, institutions, and organizations: a model and theoretical extension［J］. Creativity Research Journal, 1999, 12(3): 211-226.
［7］ANDERSON N, GASTEIGER R M. Helping creativity and innovation thrive in organizations: functional and dysfunctional perspectives［M］. Research Companion to the Dysfunctional Workplace: Management Challenges and Symptoms, 2007: 422-440.
［8］HARRISON S, WAGNER D T. Spilling outside the box: the effects of individuals' creative behaviors at work on time spent with their spouses at home［J］. Academy of Management Journal, 2016, 59(3): 841-859.
［9］ANDERSON N R, GASTEIGER R M. Innovation and creativity in organizations: individual and work team research findings and implications for government policy［M］// B NOOTEBOOM, E STAM. Micro-foundations for innovation policy. Amsterdam/The Hague: Amsterdam University Press/WRR, 2008:249-271.
［10］ANDERSON N,POTOCNIK K,ZHOU J.Innovation and creativity in organizations a state-of-the-science review, prospective commentary, and guiding framework［J］. Journal of Management, 2014, 40(5): 1297-1333.
［11］张剑，徐金梧，王维才. 创造性组织环境研究的新进展［J］. 北京科技大学学报:社会科学版，2005,27(2):82-86.
［12］连欣，杨百寅，马月婷. 组织创新氛围对员工创新行为影响研究［J］. 管理学报，2013,10(7):985-992.
［13］SAROOGHI H, LIBAERS D, BURKEMPER A. Examining the relationship between creativity and innovation: a meta-analysis of organizational, cultural, and environmental factors［J］. Journal of Business Venturing, 2015, 30(5): 714-731.
［14］BAER M. Putting creativity to work: the implementation of creative ideas in organizations［J］. Academy of Management Journal, 2012, 55(5): 1102-1119.
［15］AMABILE T M, PILLEMER J. Perspectives on the social psychology of creativity［J］. The Journal of Creative Behavior, 2012, 46(1): 3-15.
［16］HIRST G, VAN KNIPPENBERG D, ZHOU J. A cross-level perspective on employee creativity: goal orientation, team learning behavior, and individual creativity［J］. Academy of Management Journal, 2009, 52(2): 280-293.
［17］JANSSEN O. Job demands, perceptions of effort-reward fairness and innovative work behaviour［J］. Journal of Occupational and Organizational Psychology,2000, 73(3): 287-302.
［18］ROSING K, FRESE M, BAUSCH A. Explaining the heterogeneity of the leadership-innovation relationship: ambidextrous leadership［J］. The Leadership Quarterly, 2011, 22(5): 956-974.
［19］PAULUS P. Groups, teams, and creativity: the creative potential of idea-generating groups［J］. Applied Psychology, 2000, 49(2): 237-262.
［20］ZALTMAN G, DUNCAN R, HOLBEK J. Innovations and organizations［M］. New York: Wiley, 1973.
［21］SHALLEY C E, ZHOU J. Handbook of organizational creativity［M］. Hillsdale, NJ: Lawrence Erlbaum, 2008.
［22］YUAN F, WOODMAN R W. Innovative behavior in the workplace: the role of performance and image outcome expectations［J］. Academy of Management Journal, 2010, 53(2): 323-342.
［23］LEVITT T. Creativity is not enough［J］. Harvard Business Review, 2002, 80(8): 137-145.
［24］温志毅. 工作绩效的四因素结构模型［J］. 首都师范大学学报：社会科学版，2005(5): 105-111.
［25］MIRON E, EREZ M, NAVEH E. Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other［J］. Journal of Organizational Behavior, 2004, 25(2): 175-199.
［26］BINNEWIES C, WORNLEIN S C. What makes a creative day? a diary study on the interplay between affect, job stressors, and job control［J］. Journal of Organizational Behavior, 2011, 32(4): 589-607.
［27］SCHULDBERG D. Six subclinical spectrum traits in normal creativity［J］. Creativity Research Journal, 2001, 13(1): 5-16.
［28］AVERILL J R, NUNLEY E P. Grief as an emotion and as a disease: a social-constructionist perspective［J］. Journal of Social Issues,1988, 44(3): 79-95.
［29］BEAUSSART M L, ANDREWS C J, KAUFMAN J C. Creative liars: the relationship between creativity and integrity［J］. Thinking Skills and Creativity, 2013, 9: 129-134.
［30］HART P M, COOPER C L. Occupational stress: toward a more integrated framework［J］. Handbook of Industrial, Work and Organizational Psychology, 2001, 2: 93-114.
［31］SHALLEY C E, GILSON L L, BLUM T C. Matching creativity requirements and the work environment: effects on satisfaction and intentions to leave［J］. Academy of Management Journal, 2000, 43(2): 215-223.
［32］WEST M, BORRILL C A, UNSWORTH K L. Team effectiveness in organizations［M］// International review of industrial and organizational psychology. New York: Wiley, 1998.
［33］JANSSEN O. Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co-workers［J］. Journal of Occupational and Organizational Psychology, 2003, 76(3): 347-364.
［34］JEHN K A, NORTHCRAFT G B, NEALE M A. Why differences make a difference: a field study of diversity, conflict and performance in workgroups［J］. Administrative Science Quarterly, 1999, 44(4): 741-763.
［35］DE DREU C K. When too little or too much hurts: evidence for a curvilinear relationship between task conflict and innovation in teams［J］. Journal of Management, 2006, 32(1): 83-107.
［36］FLORIDA R. The rise of the creative class, and how it is transforming work, leisure, community and everyday life［M］.New York: Basic Books, 2002.
［37］BLEDOW R, ROSING K, FRESE M. A dynamic perspective on affect and creativity［J］. Academy of Management Journal,2013, 56(2): 432-450.