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论文编号：	14020
作者编号：	2120213360
上传时间：	2023/6/7 19:40:52
中文题目：	心理所有权对员工创造力的影响机制研究
英文题目：	The Impact of Psychological Ownership on Employee Creativity
指导老师：	王健友
中文关键字：	心理所有权；工作投入；包容型氛围；员工创造力
英文关键字：	Psychological ownership; Work engagement; Inclusive atmosphere; Employee creativity
中文摘要：	在当今快速变化和不断竞争的时代背景下，员工创造力变得尤为重要。企业需要不断创新来满足市场和客户需求，以保持竞争优势和持续发展。员工创造力可以帮助企业发现新的机会，探索新的解决方案，提高效率和质量，降低成本和风险。在过去的研究中，已有大量的研究针对员工创造力的影响因素进行讨论，然而对于员工心理因素鲜有研究。心理所有权作为从社会心理学引入到组织中的概念，近些年引起了学者的广泛关注，同时以往关于心理所有权对创造力的研究中，往往集中在团队层面，因此本文基于内在动机理论、创造过程参与等理论，从个体层面切入将心理所有权作为员工创造力的前因变量进行讨论。心理所有权可以促生员工对组织的责任感，员工的心理所有权容易激发对组织的主人翁意识，从而易产生更多更加积极的行为与态度，进而对组织投入更多的时间与精力，在工作实践中更有效地去识别问题和搜集信息，以提出更可靠的解决方案，促进了员工创造力的提升。本文引入工作投入作为中介变量，包容型氛围作为调节变量，通过研究心理所有权对员工创造力的影响路径，为今后组织良好利用员工的心理所有权，激发其创造力提供参考。 基于以上研究目的，本研究采用问卷调查法对全国多地的多家企业进行调研，回收问卷，主要通过SPSS24.0对研究数据进行描述性统计与相关性分析、信效度分析并通过回归分析对假设进行检验。研究发现:（1）心理所有权对员工创造力显著正相关，个体心理所有权水平越高，其员工创造力就可能越高；（2）心理所有权与个体的工作投入显著正相关，个体心理所有权越强，其工作投入也越高；（3）工作投入对员工创造力显著正相关，工作投入水平越高，个体员工创造力越高；（4）工作投入在心理所有权和员工创造力起部分中介作用，即心理所有权会通过影响员工工作投入，进而影响其创造力；（5）包容型氛围积极调节心理所有权和工作投入间的正向关系，即包容型氛围越强，心理所有权和工作投入的正向关系越强。
英文摘要：	In today's era of rapid change and constant competition, employee creativity has become even more important. Enterprises need to constantly innovate to meet market and customer needs, in order to maintain competitive advantages and sustainable development. Employee creativity can help enterprises find new opportunities, explore new solutions, improve efficiency and quality, and reduce costs and risks. In the past, a large number of studies have discussed the influencing factors of employee creativity, but there are few studies on employee psychological factors. As a concept introduced into organizations from social psychology, psychological ownership has attracted wide attention from scholars in recent years. Meanwhile, previous studies on the effect of psychological ownership on creativity have often focused on the team level. Based on theories such as intrinsic motivation theory and participation in the creative process, this paper discusses psychological ownership as the antecedent variable of employee creativity from the individual level. Psychological ownership can promote employees' sense of responsibility for the organization, which can easily stimulate their sense of ownership of the organization, and thus generate more positive behaviors and attitudes, so as to invest more time and energy in the organization, identify problems and collect information more effectively in work practice, propose more reliable solutions, and promote the improvement of employees' creativity. This paper introduces work involvement as a mediating variable and inclusive atmosphere as a moderating variable. By studying the influence path of psychological ownership on employees' creativity, this paper provides references for organizations to make good use of employees' psychological ownership and stimulate their creativity in the future. Based on the research objectives, this study conducted a cross-sectional survey of multiple companies in different regions of the country using a questionnaire survey method, and analyzed the research data through descriptive statistics, correlation analysis, reliability and validity analysis using SPSS24.0 software, and tested the hypotheses through regression analysis. The study found that: (1) there is a significant positive correlation between psychological ownership and employee creativity. The higher the individual's level of psychological ownership, the higher their employee creativity may be; (2) there is a significant positive correlation between psychological ownership and employee’s work engagement. The stronger an individual's psychological ownership, the higher their work engagement; (3) there is a significant positive correlation between work engagement and employee creativity. The higher an individual's level of work engagement, the higher the employee creativity; (4) work engagement partially mediates the relationship between psychological ownership and employee creativity, that is, psychological ownership affects employee creativity through its impact on work engagement; (5) inclusive atmosphere positively moderates the positive relationship between psychological ownership and work engagement, that is, the stronger the inclusive atmosphere, the stronger the positive relationship between psychological ownership and work engagement.
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