تأثیر نیاز به شناخت، انگیزۀ خودافزایی و گرایش به یادگیری بر خلاقیت کارمندان فروش
محورهای موضوعی : تربیتیبیژن عبداللهی 1 , سعید رضایی 2
1 - عضو هیأت علمی گروه مدیریت دانشگاه خوارزمی
2 - دانشجوی دکتری مدیریت منابع انسانی، دانشگاه خوارزمی
کلید واژه: انگیزه یا میل به خودافزایی, خلاقیت کارکنان, گرایش به یادگیری, نیاز به شناخت,
چکیده مقاله :
خلاقیت یکی از عوامل بسیار مهم تأثیرگذار بر عملکرد کارکنان است. هدف از این پژوهش، بررسی تأثیر سه ویژگی فردی نیاز به شناخت، انگیزه خودافزایی و گرایش به یادگیری بر خلاقیت کارکنان فروش بود. طرح پژوهش از نوع توصیفی ـ همبستگی بود. جامعۀ آماری این پژوهش کارکنان فروش شرکت‌های صنایع غذایی مستقر در شهرکهای صنعتی استان مازندران بودند. نمونه شامل کلیه اعضای جامعه به تعداد 269 کارمند فروش بود. ابزار مورد استفاده جهت گردآوری داده‌ها، پرسشنامه‌های نیاز به شناخت (کاسیوپو و همکاران، 1996)، میل به خودافزایی (یون و همکاران، 2007)، گرایش به یادگیری (الیوت و چرچ، 1997) و (خلاقیت ژو و جرج، 2001) بود. تحلیل داده‌ها از طریق ضریب همبستگی پیرسون و تحلیل مسیر با استفاده از نرم‌افزارهای SPSSS و LISPERL انجام شد. یافته‌های پژوهش بیانگر تأثیر مثبت و معنادار نیاز به شناخت بر خلاقیت فردی (01/0P < )، انگیزه خودافزایی بر خلاقیت فردی (01/0P < ) بود. بالاخره، گرایش به یادگیری بر خلاقیت فردی تأثیر مثبت دارد (01/0P < ). براساس یافته‌های این پژوهش می‌توان چنین نتیجه‌گیری کرد آن دسته از کارمندان فروش که نیاز به شناخت، میل به خودافزایی و گرایش به یادگیری بیشتری دارند خلاقیت بیشتری نسبت به سایر کارمندان فروش خواهند داشت.
Employee's creativity is one of the most important factors affecting employees' performance. The aim of the present research was to investigate the effect of three personal characteristics of. need for cognition, self-enhancement motive, and learning orientation on sale employees' creativity. The research employed a descriptive design. The research population consisted of Sale employees of food companies located in industrial areas of Mazandaran provine. The sample included all the population members (269 sale employees). To gather the data, Need for Cognition (Cacioppo et al., 1996), Self-Enhancement Motive (Yun et al., 2007), Learning Orientation (Elliot and Church, 1997) and Creativity (Zhou and George, 2001) questionnaires were used. Pearson correlation coefficient and path analysis were used for data analysis by using SPSS and LISREL softwares. Results of the study indicated the significant positive effect of need for cognition on creativity (P
Amabile, T.M. (1996), Creativity in Context: Update to the Social Psychology of Creativity, Boulder, CO: Westview.
Amabile, T.M., Barsade, S.G., Mueller, J.S. and Staw, B.M. (2005), Affect and Creativity at Work, Administrative Science Quarterly 50, 367-403.
Amabile, T.M., Conti, R., Coon, H., Lazenby, J. and Herron, M. (1996), Assessing the Work Environment for Creativity.” Academy of Management Journal, 39: 1154–1184.
Bell, S.T. (2007), Deep-Level Composition Variables as Predictors of Team Performance: A Meta-Analysis, Journal of Applied Psychology, 92, 595–615.
Button, S.B., Mathieu, J.E., & Zajac, D.M. (1996), Goal Orientation in Organizational Research: A Conceptual and Empirical Foundation, Organizational Behavior and Human Decision Processes, 67, 26–48.
Cacioppo, J.T, Petty, R.E., Feinstein, J., & Jarvis, W.B.G. (1996), Dispositional Differences in Cognitive Motivation: The Life and Times of Individuals Varying in Need for Cognition, Psychological Bulletin, 119, 197–253.
Carter, J.D., Hall, J.A., Carney, D.R., & Rosip, J.C. (2006), Individual Differences in the Acceptance of Stereotyping, Journal of Research in Personality, 40, 1103–1118.
Drazin, R., Kazanjian, R.K., & Glynn, M. (2008), Creativity and Sense Making among Professionals. In J. Zhou & C.E. Shalley (Eds.), Handbook of Organizational Creativity (pp. 263-282). New York: Lawrence Erlbaum Associates.
Dweck, C.S. (1999), Self Theories: Their Role in Motivation, Personality, and Development, Philadelphia, PA: Psychology Press Taylor and Francis.
Elliot, A.J., and Church, M.A. (1997), A Hierarchical Model of Approach and Avoidance Achievement Motivation, Journal of Personality and Social Psychology, 72(1), 218-232.
Elliot, A.J., & McGregor, H.A. (2001), A2 x2 Achievement Goal Framework, Journal of Personality and Social Psychology, 80, 501–514.
Gong, Y., Huang, J.C. & Farh, J.L. (2009), Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy, Academy of Management Journal, 52,765-778.
Harris, E.G., Mowen, J.C. and Brown, T.J. (2005), Re-Examining Salesperson Goal Orientations: Personality Influencers, Customer Orientation, and Work Satisfaction, Journal of Academy of Marketing Science, 33(1), 19-35
Hirst, G., Knippenberg, V.D. & Zhou, J. (2009), A Cross-Level Perspective on Employee Creativity: Goal Orientation, Team Learning Behavior, and Individual Creativity, Academy of Management Journal, 52, 280-293
Hirst, G., Knippenberg, V. D., Chen, C.H. & Sacramento, C.A. (2011), How Does Bureaucracy Impact on Individual Creativity? A Cross-Level Investigation of Team Contextual Influences on Goal Orientation-Creativity Relationships, Academy of Management Journal, 54(3), 624-641.
Janssen, O., & Van Yperen, N.W. (2004), Employees’ Goal Orientations, the Quality of Leader-Member Exchange, and the Outcomes of Job Performance and Job Satisfaction, Academy of Management Journal, 47, 368-384.
Kearney, E., Gebert, D. and Voelpel, S.C. (2009), When and How Diversity Benefits Teams: The Importance of Team Members\' Need for Cognition, Academy of Management Journal, 52(3), 581-598.
Korman, A.K. (2001), Self-Enhancement and Self-Protection: Toward a Theory of Work Motivation. In M. Erez, U. Kleinbeck, & H. Thierry (Eds.), Work motivation in the context of a globalizing economy (pp. 121–130). Mahwah, NJ: Erlbaum
Lee, C., Hui, C., Tinsley, C.H. and Niu, X. (2006), Goal Orientations and Performance: Role of Temporal Norms, Journal of International Business Studies, 37 (4), 484-98.
Liu, J., Lee, C., Hui, C., Kwan, H.K., & Wu, L.Z. (2013), Idiosyncratic Deals and Employee Outcomes: The Mediating Roles of Social Exchange and Self-Enhancement and the Moderating Role of Individualism, Journal of Applied Psychology, Advance online publication. doi: 10.1037/a0032571.
Lopez-Cabrales, A., Perez-Luno, A., & Cabrera, R.V. (2009), Knowledge as a Mediator Between HRM practices and innovative activity, Human Resource Management, 48, 485–503.
Mumford, M.D. (2003), Where Have We Been, Where Are We Going? Taking Stock in Creativity Research, Creativity Research Journal, 15: 107–120.
Nair, K.U., & Rumnurayan, S. (2000), Individual Differences in Need for Cognition and Complex Problem Solving. Journal of Research in Personality, 34, 305-328.
Oldham, G.R. (2003), Stimulating and Supporting Creativity in Organizations. In S.E. Jackson, M.A. Hitt, & A.S. DeNisi (Eds.), Managing knowledge for sustained competitive advantage: 243–273. San Francisco: Jossey-Bass.
Petty, R.E., Brinol, P., Loersch, C., & McCaslin, M.J. (2009), The Need for Cognition. In M.R. Leary & R.H. Hoyle (Eds.), Handbook of individual differences in social behavior: 318–329. New York: Guilford Press
Pierce, J.L., & Gardner, D.G. (2004), Self-Esteem Within the Work and Organizational Context: A Review of the Organization-Based Self-Esteem Literature, Journal of Management, 30, 591–622.
Pirola-Merlo, A. & Mann, L. (2004), The Relationship Between Individual Creativity and Team Creativity: Aggregation Across People and Time, Journal of Organizational Behavior, 25, 235-257.
Provice, C. (2010), The Ethics of Impression Management, Business Ethics: A European Review,19(2),199-212.
Rioux, S.M., & Penner, L.A. (2001), The Causes of Organizational Citizenship Behavior: A Motivational Analysis, Journal of Applied Psychology, 86, 1306–1314.
Shin, S.J., Kim, T.Y., Lee, J.Y. & Bian, L. (2012), Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Integration, Academy of Management Journal, 55, 197-212.
Shin, S.J., & Zhou, J. (2007), When Is Educational Specialization Heterogeneity Related to Creativity in Research and Development Teams? Transformational Leadership as a Moderator. Journal of Applied Psychology, 92, 1709–1721.
Shulman, D. (2007), From Hire to Liar: The Role of Deception in the Workplace. Ithaca, NY: ILRPress.
Stewart, G.L. (2006), A Meta-Analytic Review of Relationships Between Team Design Features and Team Performance. Journal of Management, 32, 29–54.
Taggar, S. (2002), Individual Creativity and Group Ability to Utilize Individual Creative Resources: A Multilevel Model, Academy of Management Journal, 45, 315–330
Tett, R.P., & Burnett, D.D. (2003), A Personality Trait-Based Interactionist Model of Job Performance, Journal of Applied Psychology, 88, 500–517.
VandeWalle, D., Cron, W.L., & Slocum, J.W. (2001), The Role of Goal Orientation Following Performance Feedback, Journal of Applied Psychology, 86, 629–640.
Yun, S., Takeuchi, R., & Liu, W. (2007), Employee Self-Enhancement Motives and Job Performance Behaviors: Investigating the Moderating Effects of Employee Role Ambiguity and Managerial Perceptions of Employee Commitment, Journal of Applied Psychology, 92(3), 745-756.
Zhou, J., & George, J.M. (2001), When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice, Academy of Management Journal, 44, 682–696.
Zhou, J., & Shalley, C.E. (2008), Expanding the Scope and Impact of Organizational Creativity Research. In J. Zhou & C.E. Shalley (Eds.), Handbook of organizational creativity: 347–368. Mahwah, NJ: Erlbaum.
