多层面组织创造力模型的探索

发布时间：2018-09-01 17:28

【摘要】：组织创造力是现代社会创新的主要源泉。人皆有一定程度的创造力,组织中个体的创造行为决定于个人创造力与团队的限制条件。个体创造力决定于个人创造动机、领域技能和创造技能；团队创造力是个体创造行为、团队协作和团队执行的结果；而组织创造力决定于团队创造力、组织特性和环境。跨越个体创造、团队创造和组织创造的多层面组织创造力模型,是认识组织创新的最可靠途径。组织成员的创意,在组织的反馈条件下,生成创造动机,经过领域技能的放大,创造技能的校正,成为个体创造力；而个体创造力在团队的约束下产生实际的创造行为,经过团队共同协作和执行,变成了团队创造力；在一定的组织环境下,团队创造力经过组织的变换和认同,最终形成了组织的创造行为。本文通过对组织创造力的跨学科、多角度的研究,从基础理论入手提出相应的命题和假设,建构一个跨层级和通用的组织创造力理论模型,丰富了创造力研究的内容。论文以中国的实际组织作为研究对象,探索其创造力模型,有助于提高组织决策与管理的科学化水平,并为中国开展高水平的创造力测评和组织创造力开发奠定理论基础。研究视角从个体创造力向团队和组织创造力研究视角的转换,也会有助于丰富创造力研究的方法论基础。本文认为组织创造行为来自于对被激发的个人创意的一系列阶跃反应,由此出发,并根据文献与探索性研究成果设计了调查问卷。通过对八个不同类别组织的被试实测,运用探索性因子分析、验证性因子分析等统计方法验证了根据这个模型推演出的一些假设,希望能够较好地评估组织创造力,并发现影响组织创造行为的一些问题。研究结果显示：(1)个人原创力对组织中的个体创造力有显著影响,同时个人创意性对组织中的个体创造力有显著影响；(2)组织成员的个人特性对组织中的个体创造力有显著影响,同时组织成员的领域技能对组织中的个体创造力有显著影响；(3)组织反馈对个体创造力的表现有显著影响；(4)组织中的个人创造力对团队创造力的表现有显著影响；(5)团队特性对团队创造力的表现有显著影响,同时团队协作力和执行力对团队创造力的表现有显著影响；(6)组织中的团队反馈对团队创造力的表现有显著影响；(7)组织中的团队创造力对组织创造力的表现有显著影响；(8)组织特性对组织创造力的表现有显著影响,同时组织内的工作环境、沟通和资源对组织创造力的表现有显著影响；(9)组织环境对组织创造力的表现有显著影响。对系统结构框图的分析显示,组织创造力可以认为是人与环境交互作用的结果。
[Abstract]:Organizational creativity is the main source of modern social innovation. People have a certain degree of creativity, the creative behavior of individuals in the organization depends on the constraints of individual creativity and team. Individual creativity is determined by individual creative motivation, domain skills and creative skills; team creativity is the result of individual creative behavior, teamwork and team execution; organizational creativity is determined by team creativity, organizational characteristics and environment. The multi-level organizational creativity model, which spans individual creation, team creation and organizational creation, is the most reliable way to understand organizational innovation. The creativity of the members of the organization, under the feedback condition of the organization, generates the creative motivation, and through the amplification of the field skills, the correction of the creative skills becomes the individual creativity, while the individual creativity produces the actual creative behavior under the constraints of the team. Through the cooperation and execution of the team, it becomes the team creativity; in a certain organizational environment, the team creativity is transformed and recognized by the organization, and finally the creative behavior of the organization is formed. Through the interdisciplinary and multi-angle research on organizational creativity, this paper puts forward the corresponding propositions and hypotheses from the basic theory, and constructs a multi-level and universal organizational creativity theoretical model, which enriches the content of creativity research. This paper takes the actual organization in China as the research object, explores its creativity model, helps to improve the scientific level of organizational decision-making and management, and lays a theoretical foundation for China to carry out high-level creativity evaluation and organizational creativity development. The transformation from individual creativity to team and organizational creativity is also helpful to enrich the methodological foundation of creativity research. This paper argues that organizational creativity comes from a series of step reactions to individual creativity, and designs a questionnaire based on literature and exploratory research results. By using exploratory factor analysis, confirmatory factor analysis and other statistical methods to verify some hypotheses derived from this model, we hope to evaluate organizational creativity better. And found some problems that affect the creative behavior of organizations. The results show that: (1) individual originality has a significant impact on individual creativity in the organization, and personal creativity has a significant impact on individual creativity in the organization; (2) the individual characteristics of organization members have significant influence on the individual creativity in the organization, while the domain skills of the organization members have a significant influence on the individual creativity in the organization, (3) the organizational feedback has a significant influence on the individual creativity performance. (4) the individual creativity in the organization has a significant influence on the performance of the team creativity, (5) the team characteristics have a significant impact on the performance of the team creativity, and the team collaboration and execution have a significant impact on the performance of the team creativity; (6) the team feedback in the organization has significant influence on the performance of the team creativity; (7) the team creativity in the organization has a significant influence on the performance of the organizational creativity; (8) the organizational characteristics have a significant impact on the performance of the organizational creativity. At the same time, the work environment, communication and resources in the organization have a significant impact on the performance of organizational creativity; (9) organizational environment has a significant impact on the performance of organizational creativity. The analysis of system block diagram shows that organizational creativity can be regarded as the result of interaction between human and environment.
【学位授予单位】：大连理工大学
【学位级别】：博士
【学位授予年份】：2012
【分类号】：G305

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