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首页> 外文期刊>Journal of Applied Psychology >When and Why Does Employee Creativity Fuel Deviance? Key Psychological Mechanisms
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When and Why Does Employee Creativity Fuel Deviance? Key Psychological Mechanisms

机译：员工创造力燃料偏差的时间和为何何时以及为何？ 关键心理机制

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Drawing on self-enhancement theory, we propose that, intraindividually, employees tend to give themselves credit when they engage in creativity. Perceived creative credit, in turn, activates multiple psychological motives that ultimately affect deviance. On the one hand, perceived creative credit is associated with greater creativity-driven norm-breaking motives and greater entitlement motives, which in turn should increase deviance. On the other hand. perceived creative credit is associated with greater image preservation motives, which in turn should decrease deviance. A within-person study involving 206 employees and their coworkers conducted over a 10-day period provided broad support for the proposed model. In addition, a between-person variable, namely rewards for creativity, moderated the self-crediting process. The within-person serial mediation relationship between creativity and deviance was positive and significant for employees who perceived low rewards for creativity, but was not significant for those who perceived high rewards for creativity. In other words, rewards for creativity in the workplace effectively nullified this within-person self-crediting mechanism among employees. This study thus illustrates that, within individuals, creativity and deviance are related through perceived creative credit and different psychological motives (i.e., serial mediation). However, the strength of this serial mediation relationship varies depending on the availability of formal rewards for creativity (i.e., moderated serial mediation).
机译：根据自我提升理论，我们提出，在个体中，员工在参与创造力时往往会给自己评分。感知到的创造性信用反过来会激活多种心理动机，最终影响越轨行为。一方面，感知到的创造力信用与更大的创造力驱动的打破规范动机和更大的权利动机有关，这反过来会增加越轨行为。另一方面感知到的创造性信用与更大的形象保护动机有关，这反过来又会减少越轨行为。一项涉及206名员工及其同事的人内研究历时10天，为提议的模式提供了广泛支持。此外，人与人之间的变量，即创造力奖励，调节了自我评价过程。创造力与越轨行为之间的人内系列中介关系对于认为创造力回报低的员工是积极且显著的，但对于认为创造力回报高的员工则不显著。换言之，对工作场所创造力的奖励实际上抵消了员工中这种人内自我评价机制。因此，这项研究表明，在个体内部，创造力和越轨行为通过感知的创造力信用和不同的心理动机（即连续调解）而相关。然而，这一系列调解关系的强度取决于创造力的正式奖励（即适度的系列调解）的可用性。

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