袁小彩　陈加洲

摘要：新时代下，企业之间的竞争愈演愈烈，员工的创造力成为了企业保持持续竞争优势的不竭源泉，因此研究员工创造力的形成成为了亟待解决的问题。文章基于文献研究的成果建立了差序氛围感知—知识隐藏—员工创造力的理论模型，并探究了创新自我效能感的调节作用，在此基础上以251名员工为研究对象进行了实证分析。研究结果表明：差序氛围感知通过正向影响知识隐藏间接对员工创造力产生负向影响，但创新自我效能感调节了这一关系，即创新自我效能感越高，差序氛围感知通过知识隐藏对员工创造力的影响越弱。基于上述研究结论，文中进一步从员工个体特质、组织环境等方面提出了相关建议，为组织管理者在实践中有效激发员工创造力提供参考。

关键词：差序氛围感知;知识隐藏;创新自我效能感;员工创造力;个体特质

中图分类号：F272.92文献标识码：A文章编号：1672-7312（2021）03-0326-08

The Formation Mechanism of Employees’ Creativity

under the Atmosphere of Organizational DifferenceYUAN Xiaocai，CHEN Jiazhou

（School of Management，Guizhou University，Guiyang 550025，China）

Abstract：In the new era，the competition between enterprises has become increasingly fierce，and the creativity of employees has become an inexhaustible source for enterprises to maintain sustainable competitive advantages.Therefore，it is urgent to study the formation of employees’ creativity.Based on the results of literature research，this paper established a theoretical model of differential atmosphere perception—knowledge concealment—employee creativity，and explored the regulating effect of innovative selfefficacy.On this basis，251 employees were taken as the research objects for empirical analysis.The results show that the perception of difference atmosphere indirectly has a negative influence on employees’ creativity through positive influence on knowledge concealment，but the innovative selfefficacy moderates this relationship，that is，the higher the sense of selfefficacy is，the weaker the influence of perception of difference atmosphere on employees’ creativity through knowledge concealment.Based on the above conclusions，the paper further put forward relevant suggestions from the aspects of individual characteristics of employees and organizational environment，which provides references for organizational managers to effectively stimulate employees’ creativity in practice.

Key words：difference order atmosphere perception;knowledge hiding;innovation selfefficacy;employee creativity;Individual characteristics

0引言

知識经济时代，企业面临的外部环境的动态性和不确定性日趋增强，企业间的竞争更是愈演愈烈，创新对企业的作用日益凸显，而员工创造力作为企业创新的重要来源，是新经济条件下企业赢得竞争优势的决定性因素＼[1＼]，因此揭示员工创造力形成的机制已成为亟待解决的问题。为了提高组织创新能力，许多企业为员工提供丰富的物质条件（硬环境）支持创新，但结果却不太理想，究其原因在于忽视了差错管理＼[2＼]、知识共享＼[3＼]、畅通沟通＼[4＼]、工作场所乐趣＼[5＼]等“软环境”的支持。……