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首页> 外文期刊>Journal of Applied Psychology >An Alter-Centric Perspective on Employee Innovation: The Importance of Alters' Creative Self-Efficacy and Network Structure
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An Alter-Centric Perspective on Employee Innovation: The Importance of Alters' Creative Self-Efficacy and Network Structure

机译：关于员工创新的改变视角：改变改变的创造性自我效能和网络结构的重要性

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摘要

While most social network studies of employee innovation behavior examine the focal employees' ("egos'") network structure, we employ an alter-centric perspective to study the personal characteristics of employees' network contacts-their "alters"-to better understand employee innovation. Specifically, we examine how the creative self-efficacy (CSE) and innovation behavior of employees' social network contacts affects their ability to generate and implement novel ideas. Hypotheses were tested using a sample of 144 employees in a U.S.-based product development organization. We find that the average CSE of alters in an employee's problem solving network is positively related to that employee's innovation behavior, with this relationship being mediated by these alters' average innovation behavior. The relationship between the alters' average innovation behavior and the employee's own innovation behavior is strengthened when these alters have less dense social networks. Post hoc results suggest that having network contacts with high levels of CSE also leads to an increase in ego's personal CSE 1 year later in cases where the employee's initial level of CSE was relatively low. Implications for theory and practice are discussed.
机译：虽然大多数社会网络研究员工创新行为审查了焦点员工（“EGOS”）网络结构，但我们采用了一个以修改的视角来研究员工网络联系人的个人特征 - 他们的“改变” - 更好地了解员工创新。具体而言，我们研究员工社交网络联系人的创造性自我效能（CSE）和创新行为如何影响他们产生新颖思想的能力。使用基于美国的产品开发组织的144名员工的样本来测试假设。我们发现，员工问题解决网络中的改变的平均CSE与员工的创新行为呈正相关，这种关系被这些改变的平均创新行为调解。当这些改变的社交网络较少时，改变平均创新行为与员工自身创新行为之间的关系。后HOC结果表明，在员工初始CSE的初始水平相对较低的情况下，有高水平CSE的网络联系也会导致自我的个人CSE 1年内增加。讨论了对理论和实践的影响。

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