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題名：創新學習成長氛圍、工作要求--個人能力適配度對員工經驗開放性特質與工作創新表現關係的影響：三階交互作用之檢視
書刊名：人力資源管理學報
作者：紀乃文 引用關係／方沴淳 引用關係／張雅文
作者(外文)：Chi, Nai-wen／Fang, Li-chun／Chang, Ya-wen
出版日期：2019
卷期：19:2
頁次：頁109-132
主題關鍵詞：經驗開放性；個人-工作適配；工作創新表現；創新學習成長氛圍；Openness to experience；Person-job fit；Creativity；Innovative climate for learning
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現今企業為維持競爭力，擬透過招募具有創意員工來提升其競爭優勢。本研究依據特質活化理論，員工知覺的創新學習成長氛圍應會調節經驗開放性特質與其工作創新表現的關係。亦依據Lam、Chuang、Wong及Zhu（2019）建議，檢視員工工作要求－個人能力適配是否調節創新學習氛圍的調節效果。本研究從多元產業與不同時間點抽取224對配對樣本。多層次模式分析結果發現：（1）當員工知覺組織具備高度創新學習成長氛圍時，經驗開放性與工作創新表現呈正向關係。（2）若員工工作要求－個人能力適配較高時，可強化創新學習成長氛圍對經驗開放性與工作創新表現的調節效果；若員工工作要求－個人能力適配較低時，則會減弱創新學習成長氛圍對經驗開放性與工作創新表現的調節效果。
To maintain sustainable competitiveness, companies have to recruit creative workers in order to enhance creativity at work. Based on trait activation theory, we argued that the relationship between employees' openness to experience and creativity depends on innovative climate for learning. Moreover, based on Lam, Chuang, Wong, and Zhu's (2019) typology, we further theorized that employees' demand-ability (D-A) job fit can further moderate the moderating effect of innovative climate for learning (i.e., moderated moderating effect). We applied a time-lag design and collected data from 224 supervisor-employee pairs in various companies. The results of multilevel modeling showed that employees' perceived innovative climate for learning strengthened the positive relationship between openness to experience and creativity. In addition, when employees' D-A job fit is high, the moderating effect of innovative climate for learning is enhanced. However, when employees' D-A job fit is low, the moderating effect of innovative climate for learning is attenuated.
期刊論文
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