本文選題：柔性工作 + 供給—需求匹配　； 參考：《科學學與科學技術(shù)管理》2017年12期

【摘要】：對于柔性工作是否有助于員工創(chuàng)造力提升,現(xiàn)有研究存在兩種相反的結(jié)論�；谌伺c環(huán)境匹配理論,認為柔性工作對員工創(chuàng)造力的影響,取決于員工從工作中獲得的心理授權(quán)水平;而員工心理授權(quán)水平的高低,關(guān)鍵在于組織提供的柔性工作與員工需求之間的匹配。以長三角地區(qū)的16家企業(yè)256份主管—員工配對數(shù)據(jù)為樣本,運用多項式回歸和三維響應(yīng)面分析,對上述假設(shè)進行了驗證。結(jié)果表明,當柔性工作的組織供給與員工需求相匹配時,員工的心理授權(quán)比不匹配時更高,進而表現(xiàn)出更多的創(chuàng)造力;且相對于低水平匹配而言,高水平匹配時的員工心理授權(quán)與創(chuàng)造力更高。
[Abstract]:There are two opposite conclusions on whether flexible work contributes to the improvement of employee creativity. Based on the theory of human and environment matching, the author thinks that the influence of flexible work on employees' creativity depends on the level of psychological empowerment obtained by employees from their work, and the level of employees' psychological empowerment. The key lies in the match between the flexible work provided by the organization and the needs of the staff. Based on 256 director-employee pairing data from 16 enterprises in the Yangtze River Delta region, the above hypothesis is verified by polynomial regression and three-dimensional response surface analysis. The results show that, when the organizational supply of flexible work matches with the demand of employees, the psychological empowerment of employees is higher than that of mismatched workers, and then shows more creativity, and compared with the low level matching, the psychological empowerment of employees is higher than that of non-matching. The employees' psychological empowerment and creativity are higher when they are matched at a high level.
【作者單位】： 南京大學商學院;安徽工業(yè)大學商學院;
【基金】：國家自然科學基金項目71572074㖞 安徽高校人文社會科學研究項目(SK2017A0079)
【分類號】：F272.92
，

本文編號：1919981