|
|
Influence of Self-monitoring Personality on Innovation Performance from Information Processing Perspective |
Gao Peng,Xue Pu,Xie Ying |
(School of Economic & Management,Northwest University,Xi'an 710127, China) |
|
|
Abstract Under the background of Chinese culture, people are more likely to show high self-monitoring characteristics, but the current academic research on self-monitoring personality and innovation performance is relatively insufficient. Based on the Social Information Processing Theory, this study used the survey data of 441 employees in 25 enterprises to explore the influence mechanism of self-monitoring personality on innovation performance. The results show that self-monitoring personality has a significant driving effect on innovation performance; this driving process contains two ordered sub-processes. Specifically, both perceived organizational innovation atmosphere and individual creativity partially mediate the positive impact of self-monitoring personality on innovation performance, and the two mediating variables form chain intermediary models in a "series" structure. The above findings comb and expand the action path between self-monitoring personality and innovation performance, and provides some enlightenment for enterprise managers to face up to employee self-monitoring personality in order to promote employee innovation performance.
|
Received: 29 July 2020
|
|
|
|
|
[1] IBRAHIM H I, ISA A, SHAHBUDIN A S M. Organizational support and creativity: the role of developmental experiences as a moderator [J]. Procedia Economics and Finance, 2016,35:509-514.[2] 买生,集赫.组织授权与前瞻性人格对员工创造性绩效的交互影响[J].科技进步与对策, 2019,36(4):140-145.[3] YOUNG D R, KIM C. Can social enterprises remain sustainable and mission-focused? applying resiliency theory [J]. Social Enterprise Journal, 2015,11(3):233-259.[4] 杨剑钊,李晓娣.前摄型人格对越轨创新绩效作用路径研究——创新催化的中介作用及变革型领导行为的调节作用[J].预测, 2019,38(4):17-23.[5] SNYDER M. Self-monitoring of expressive behavior [J]. Journal of Personality and Social Psychology, 1974,30(4):526-537.[6] SNYDER M, GANGESTAD S. On the nature of self-monitoring: matters of assessment, matters of validity [J]. Journal of Personality and Social Psychology, 1986,51(1):125-139.[7] 易文,刘果.连带双方自我监控水平对销售绩效的影响机制——基于社会网络视角[J].财经科学, 2017,60(11):111-120.[8] 解蕴慧,王颂.员工自我监控能力如何影响社会网络中心性:靠领导还是广撒网[J].中国人力资源开发, 2019,36(3):53-64.[9] 陈国平,张文志,刘淑伟.不同服务失误情境下顾客自我威胁感知对抱怨动机的影响——自我监控的调节作用[J].重庆大学学报(社会科学版), 2019,25(5):71-83.[10] SEMADAR A, ROBINS G, FERRIS G R. Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance [J]. Journal of Organizational Behavior, 2006,27(4):443-461.[11] BARRICK M R, MOUNT M K, JUDGE T A. Personality and performance at the beginning of the new millennium: what do we know and where do we go next? [J]. International Journal of Selection and Assessment, 2005,9(1&2):9-30.[12] 刘鑫,杨东涛.工作自主性与员工敬业度:自我监控和分配公平的调节作用[J].商业经济与管理, 2017,36(4):41-48.[13] BIZZI L, SODA G. The paradox of authentic selves and chameleons: self-monitoring, perceived job autonomy and contextual performance [J]. British Journal of Management, 2011,22(2):324-339.[14] DAY D V, SHLEICHER D J, UNCKLESS A L, et al. Self-monitoring personality at work: a meta-analytic investigation of construct validity [J]. Journal of Applied Psychology, 2002,87(2):390-401.[15] KUDRET S, ERDOGAN B, BAUER T N. Self-monitoring personality trait at work: an integrative narrative review and future research directions [J]. Journal of Organizational Behavior, 2018,40(2):905-926.[16] SALANCIK G R, PFEFFER J. A social information processing approach to job attitudes and task design [J]. Administrative Science Quarterly, 1978,23(2):224-253.[17] ZALESNY M D, FORD J K. Extending the social information processing perspective: new links to attitudes, behaviors, and perceptions [J]. Organizational Behavior and Human Decision Processes, 1990,47(2):205-246.[18] ARPACIA I, BALOGLUB M, KESICIC S. The relationship among individual differences in individualism-collectivism, extraversion, and self-presentation [J]. Personality and Individual Differences, 2018,121:89-92.[19] KIM T, HON A H Y, LEE D R. Proactive personality and employee creativity: the effects of job creativity requirement and supervisor support for creativity [J]. Creativity Research Journal, 2010,22(1):37-45.[20] BEDEIAN A G, DAY D V. Can chameleons lead? [J]. Leadership Quarterly, 2004,15(5):587-718.[21] TASSELLI S, KILDUFF M, MENGES J I. The microfoundations of organizational social networks: a review and an agenda for future research [J]. Journal of Management, 2015,41(5):1361-1387.[22] CHOI S B, TRAN T B H, PARK B I. Inclusive leadership and work engagement: mediating roles of affective organizational commitment and creativity [J]. Social Behavior and Personality: An International Journal, 2015,43(6):931-943.[23] 胡琼晶,路西,张志学.群体背景下的自我监控:对个体地位获取和群体任务绩效的积极效应[J].心理学报, 2018,50(10):1169-1179.[24] KLEINBAUM A M, JORDAN A H, AUDIA P G. An altercentric perspective on the origins of brokerage in social networks: how perceived empathy moderates the self-monitoring effect [J]. Organization Science, 2015,26(4):1226-1242.[25] BHAVE D P, KRAMER A, GLOMB T M. Work–family conflict in work groups: social information processing, support, and demographic dissimilarity [J]. Journal of Applied Psychology, 2010,95(1):145-158.[26] LOI R, LAI J Y M, LONG W L. Working under a committed boss: a test of the relationship between supervisors′ and subordinates′ affective commitment[J]. Leadership Quarterly, 2012,23(3):466-475.[27] BREINES J G, CHEN S. Self-compassion increases self-improvement motivation [J]. Personality and Social Psychology Bulletin, 2012,38(9):1133-1143.[28] GUTWORTH M B, CUSHENBERY L, HUNTER S T. Creativity for deliberate harm: malevolent creativity and social information processing theory [J]. Journal of Creative Behavior, 2016,52(4):305-322.[29] BOMMER W H, RUBIN R S, BALDWIN T T. Setting the stage for effective leadership: antecedents of transformational leadership behavior [J]. Leadership Quarterly, 2004,15(2):195-210.[30] ROTUNDO M, SACKETT P R. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: a policy-capturing approach [J]. Journal of Applied Psychology, 2002,87(1):66-80.[31] AMABILE T M, CONTI R, COON H, et al. Assessing the work environment for creativity [J]. Academy of Management Journal, 1996,39(5):1154-1184.[32] AKGUNDUZ Y, ALKAN C, GOK O A. Perceived organizational support, employee creativity and proactive personality: the mediating effect of meaning of work [J]. Journal of Hospitality and Tourism Management, 2018,34(3):105-114.[33] ANDERSON N R, WEST M A. Measuring climate for work group innovation: development and validation of the team climate inventory [J]. Journal of Organizational Behavior, 1998,19(3):235-258.[34] NEWMAN A, ROUND H, WANG S, et al. Innovation climate: a systematic review of the literature and agenda for future research [J]. Journal of Occupational and Organizational Psychology, 2020, 93(1): 73-109.[35] MERTON R C. Innovation risk: how to make smarter decisions [J]. Harvard Business Review, 2013(4):2-10.[36] GEORGE J M, ZHOU J. Dual tuning in a supportive context: joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity [J]. Academy of Management Journal, 2007,50(3):605-622.[37] LITCHFIELD R C, FORD C M, GENTRY R J. Linking individual creativity to organizational innovation[J]. Journal of Creative Behavior, 2014,49(4):279-294.[38] 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.[39] MAINEMELIS C. Stealing fire: creative deviance in the evolution of new ideas [J]. Academy of Management Review, 2010,35(4):558-578.[40] 温忠麟,叶宝娟.中介效应分析:方法和模型发展[J].心理科学进展, 2014,22(5):731-745.[41] 刘云,石金涛,张文勤.创新气氛的概念界定与量表验证[J].科学学研究, 2009,27(2):289-294.[42] TIERNEY P, FARMER S M, GRAEN G B. An examination of leadership and employee creativity: the relevance of traits and relationships [J]. Personnel Psychology, 1999,52(3):62-67.[43] 韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报, 2007,10(5):62-77.[44] KRAFT P S, BAUSCH A. Managerial social networks and innovation: a meta-analysis of bonding and bridging effects across institutional environments [J]. Journal of Product Innovation Management, 2018,35(6):865-889.[45] 汤超颖,高嘉欣.员工创造力从何而来?创造力的影响因素和形成机理[J].中国人力资源开发, 2018,35(6):62-74.[46] 吴颍宣,施建军,贺凤娟.自我监控人格研究述评与展望[J].外国经济与管理, 2017,39(4):117-128. |
|
|
|