CAJ | 학술논문

学术界与实践界对组织奖励与员工创新的关系存在似是而非的矛盾。学术界通常以社会人假设为基础，侧重内在动机研究。但管理实践暗示员工创新不仅受到其内在兴趣与成长需求的驱动，亦受到理性认知的影响。本研究以期望-效价理论为基础，以国有科技型企业知识型员工334份有效问卷为数据，验证员工参与创新是基于对创新期望（创新自我效能）与创新效价（组织对创新的奖励）的综合考虑；个体特征、工作要求与组织情境影响员工的创新期望与效价。研究结果表明，员工的认知风格、工作创新需要与组织创新理念对员工创新自我效能有正向影响；工作创新需求对员工感知组织创新奖励有正向影响；创新自我效能与感知组织创新奖励共同影响创新绩效。
학술계여실천계대조직장려여원공창신적관계존재사시이비적모순。학술계통상이사회인가설위기출，측중내재동궤연구。단관리실천암시원공창신불부수도기내재흥취여성장수구적구동，역수도이성인지적영향。본연구이기망-효개이론위기출，이국유과기형기업지식형원공334빈유효문권위수거，험증원공삼여창신시기우대창신기망（창신자아효능）여창신효개（조직대창신적장려）적종합고필；개체특정、공작요구여조직정경영향원공적창신기망여효개。연구결과표명，원공적인지풍격、공작창신수요여조직창신이념대원공창신자아효능유정향영향；공작창신수구대원공감지조직창신장려유정향영향；창신자아효능여감지조직창신장려공동영향창신적효。
There is a specious contradiction about the relationship of rewards and creativity between academic and practical area. This contradiction may drives from that the academy researches are often based on the social man hypothesis and emphasize intrinsic motivation. However, management practice implies that employees' engagements of creativity are motived not only by the intrinsic interests but also the rational cognition. This paper based on ex-pectancy theory make an empirical investigation through 334 samples of knowledge staff from State science and technology enterprises. The results show that cognitive style, creative requirement and organizational creative value have positive effect on employee's creative expectancy(creative self-efficacy), creative requirement has positive ef-fect on employee's creative valency(perceived organizational rewards on creative performance), creative expectancy and creative valency can affect employees' creative performance.