论文部分内容阅读
基于社会网络的视角,将跨界员工所处的工作网络划分为业务网络和领导力网络两个情境,构建了员工的跨界效能和工作网络特征(业务网络中心度、业务网络密度、领导力网络密度)对员工创造力影响的理论模型。通过对43个工作团队的205名员工发放调查问卷,采用分层回归的方法进行实证分析。研究结果表明:1员工的跨界效能直接激发创造力的产生;2业务网络的中心度和密度积极促进员工跨界效能作用的实施;3领导力网络的密度会削弱业务网络的调节作用。
Based on the perspective of social network, this paper divides the work network of cross-boundary employees into two situations: business network and leadership network, and builds cross-border efficiency and work network characteristics of employees (business network center, business network density, leadership Network density) on the impact of staff creativity theoretical model. Questionnaires were distributed to 205 employees of 43 work teams, and the methods of stratified regression were used for empirical analysis. The results show that: 1 the cross-border efficiency of employees directly stimulate the generation of creativity; 2 business network center and density to actively promote the implementation of employee cross-border efficiency; 3 the density of the leadership network will weaken the regulatory role of business networks.