|
|
|
| The Realization Path and Boundary of Employee's Bootlegging: The Triggering Role of Dynamic of Playfulness |
| Li Shuwen1,Yao Zhu1,Zhang Xianchun2,3 |
| (1.School of Economics and Management, Tongji University, Shanghai 201804, China;2. One Belt and One Road International College, Guilin Tourism University, Guilin 541006, China;3. Research Center of Maritime Silk Road Tourism Economy, Guilin Tourism University, Guilin 541006, China) |
|
|
|
|
Abstract In the era of odd-job economy, bootleg innovation has become an important part of open innovation and independent innovation. However, few studies focus on the path and boundary of enhancing bootleg innovation. This study investigates 326 R&D employees and uses hierarchical regression and bootstrapping to construct a moderated mediation model with dynamic of playfulness as the antecedents, bootleg innovation as the consequence, external learning ability as the mediator and psychological security as the moderator. The results show that: (1) dynamic of playfulness and external learning capability have significant positive effects on bootleg innovation;(2) external learning ability plays partly mediating role between dynamic of playfulness and bootlegging;(3) psychological security plays a positive moderating role between dynamic of playfulness and external learning ability, and plays a positive moderating role between game dynamics and bootlegging. The conclusion reveals the effective path and boundary conditions to achieve bootlegging, and provides useful guidance for human resource management practice under open innovation.
|
|
Received: 23 April 2019
|
|
|
|
|
|
| [1] 黄玮, 项国鹏, 杜运周, 等. 越轨创新与个体创新绩效的关系研究——地位和创造力的联合调节作用[J]. 南开管理评论, 2017,20(1):143-154.[2]AUGSDORFER P. Forbidden fruit: an analysis of bootlegging, uncertainty, and learning in corporate R&D [M]. Aldershot:Avebury, 1996.[3]AUGSDORFER P. Diagnostic personality test to identify likely corporate bootleg researchers[J]. International Journal of Innovation Management, 2012, 16(1):12500031-125000318.[4]王弘钰, 邹纯龙, 崔智淞. 差序式领导对员工越轨创新行为的影响:一个有调节的中介模型[J]. 科技进步与对策, 2018, 35(9):137-143.[5]王艳子, 张莉. 员工建设性越轨行为的动力机制:谦卑型领导视角[J]. 科技进步与对策, 2018, 35(16):143-149.[6]AKGN A E, KESKIN H, BYRNE J C,et al. Emotional and learning capability and their impact on product innovativeness and firm performance[J]. Technovation, 2007, 27(9):501-513.[7]童金根, 梅强, 孙锐. 转换型领导、组织情绪能力与企业创新案例研究——以某大型汽车行业企业为例[J]. 科技进步与对策, 2017, 34(22):153-158.[8]孙锐, 李树文. 科技企业组织情绪能力影响研发员工创新的中介机制研究[J]. 中国人力资源开发, 2017, 31(6):14-22.[9]HUY Q N.Emotional capability, emotional intelligence, and radical change[J]. Academy of Management Review, 1999, 24(2):325-345.[10] AKGN A E, KESKIN H, BYRNE J C. The moderating role of environmental dynamism between firm emotional capability and performance[J]. Journal of Organizational Change Management, 2008, 21(2):230-252.[11]MAINEMELIS C. Stealing fire: creative deviance in the evolution of new ideas[J]. The Academy of Management Review, 2010, 35(4):558-578.[12]孙锐，李树文. 动态环境下科技企业领导成员交换、组织情绪能力与组织绩效关系研究:一个有调节的中介模型[J]. 科学学与科学技术管理, 2017, 38(8):167-180.[13]梁阜, 李树文, 孙锐. 创新情景下组织情绪形成与转化机制研究[J]. 科技进步与对策, 2018, 35(20):30-35.[14]AKGN A E, KESKIN H, BYRNE J C. Organizational emotional capability, product and process innovation, and firm performance: an empirical analysis[J]. Journal of Engineering and Technology Management, 2009, 26(3):103-130.[15]CRISCUOLO P,SALTER A,WAL A.Going underground: bootlegging and individual innovative performance[J]. Organizational Science, 2014, 25(5):1287-1305.[16]孙锐, 李树文, 顾琴轩. 双元环境下战略人力资源管理影响组织创新的中介机制研究： 企业生命周期视角[J]. 南开管理评论, 2018,21(5):176-187.[17]LOPEZ-SAEZ P, NAVAS-LOPEZ J E, MARTIN-DE-CASTRO G, et al. External knowledge acquisition processes in knowledge-intensive clusters[J]. Journal of Knowledge Management, 2010, 14(5):690-707.[18]陈国权, 刘薇. 企业组织内部学习、外部学习及其协同作用对组织绩效的影响——内部结构和外部环境的调节作用研究[J]. 中国管理科学, 2017, 25(5):175-186.[19]孙锐, 赵晨. 高新技术企业组织情绪能力、组织学习与创新绩效[J]. 科研管理, 2017, 38(2):93-100.[20]AKGN A E, KESKIN H, BYRNE J C,et al. Antecedents and results of emotional capability in software development project teams[J]. Journal of Product Innovation Management, 2011, 28(6):957-973.[21]梁阜, 李树文, 孙锐. SOR视角下组织学习对组织创新绩效的影响[J]. 管理科学, 2017, 30(3):63-74.[22]EDMONDSON A. Psychological safety and learning behavior in work teams[J]. Administrative Science Quarterly, 1999, 44(2):350-383.[23]王朝晖. 悖论式领导如何让员工两全其美？——心理安全感和工作繁荣感的多重中介作用[J]. 外国经济与管理, 2018(3):107-120.[24]EDMONDSON A C. Speaking up in the operating room: how team leaders promote learning in interdisciplinary action teams[J]. Journal of Management Studies, 2003, 40(6):1419-1452.[25]李懿, 李新建,刘翔宇. 技能延展力与员工创新行为的关系研究——工作复杂性与心理安全感的调节作用[J].研究与发展管理, 2018(5): 104-114.[26]ALEGRE J, CHIVA R.Assessing the impact of organizational learning capability on product innovation performance: an empirical test[J]. Technovation, 2008, 28(6):315-326.〖HJ〗[27]PREACHER K J, RUCKER D D, HAYES A F.Addressing moderated mediation hypotheses: Theory, methods and prescriptions[J]. Multivariate Behavioral Research, 2007, 42(1):185-227. |
|
|
|
