本文引入研发合作作为企业获取外部创新能力的手段，同时把领导的教练
行为作为内部培养创造力的方式，探讨二者对员工创造力的影响。此外，本文
还引进团队学习作为联系研发合作与员工创造力之间的纽带，考察团队学习的
中介作用。本文在以往研究的基础上，根据社会资本理论、社会网络理论、领
导行为理论，研究组织提升员工创造力的作用机制，期望通过研究可以探明以
下几个问题：（1）组织的研发合作实践以及组织中的领导者教练行为是否会对
员工创造力产生积极的影响，以及它们中间的哪一方会对员工创造力的产生更
大的影响效果；（2）团队学习是否在研发合作与员工创造力的关系链条中有中
介作用的存在；（3）组织中的领导者教练行为是否可以对研发合作与员工创造
力的关系产生影响，以及组织中的领导者教练行为是否可以对团队学习与员工
创造力的关系产生影响
本研究围绕“组织是怎样提升每个员工个体的创造力，是通过外部获取的
手段呢还是通过内部培养的方式呢”这一实践与理论意义并存的关键性问题展
开研究讨论，并结合运用定性分析与定量分析的方法，通过梳理了相当多的国
内和国外有代表性的文献，在这个基础上，提出了本研究的理论模型和研究假华侨大学硕士学位论文
II
设，之后还发放上下级配对问卷，并通过 SPSS20.0、AMOS22.0、HLM6.08 等
统计软件对回收有效的 99 份上级问卷和 317 份下级问卷进行定量分析，得出本
文的研究结论。通过多层线性模型回归分析，得出的结果可以说明以下几点：
（1）组织的研发合作实践以及组织中领导者的教练行为都可以对员工创造力产
生积极的作用，但是组织的研发合作实践对员工创造力的影响大于组织中领导
者的教练行为对员工创造力的影响；（2）团队学习在研发合作与员工创造力的
关系链条中只有部分中介作用的存在；（3）组织中领导者的教练行为对研发合
作与员工创造力的关系虽然没有起到调节的作用，但是却可以正向地调节团队
学习与员工创造力的关系
在论文的最后，笔者在研究结论的基础上，根据实用性和可操作性的原则，
提出了相对应的管理建议，并指出了本研究存在的创新点、不足的地方以及未
来可能的研究发展方向
关键词：员工创造力 研发合作 教练行为 团队学习 多层线性模型Abstract
III
Abstract
Under the new normal, China&39;s enterprises are experiencing the transition from
Made in China to Create in China.Along with the gradual disappearance of the
resource bonus and demographic dividend, it requires Chinese enterprises must
actively adapt to the new situation of the current economic growth, strengthen efforts
to upgrade, to achieve innovation driven development. Employee creativity is the
fundamental guarantee of enterprise innovation.Any enterprises try to achieve
everlasting, that they must fully stimulate employee individual creativity, to provide
the impetus for the innovation of enterprises. However, in practice, in order to
enhance the innovation ability and creativity of employees, enterprises are not by the
internal human resources training and development to achieve, but through external
recruiting talents with innovation ability in organization. Therefore, to explore how to
improve the creativity of employees, by external acquisition or internal development,
it has important significance to improve the staff&39;s overall innovation ability.It is the
key issue to be solved in the practice of enterprise human resource management.
This paper introduces the research and development cooperation as a mean for
enterprises to obtain the external innovation ability, while the leaders&39; coaching
behavior as a way of internal cultivating creativity, to explore the impact of the two
methods on employee creativity. In addition, this article also introduces team learning
as a link between R&D cooperation and employee creativity, and examines the
intermediary role of team learning. Based on the previous research, this paper studies
the mechanism of the organization promoting employees&39; creativity according to the
theory of social capital, social network and leadership behavior. It is hoped that the
following problems can be proved by the research:(1) The positive impact of R&D
cooperation, coaching behavior on employee creativity, and which one has a greater
impact on employee creativity;(2) Team learning has mediating effect on the
relationship between R&D cooperation and employee creativity;(3) The impact of
coaching behavior on R&D cooperation, team learning and employee creativity.华侨大学硕士学位论文
IV
This study revolves around the question of how organization promotes employee
creativity, by external acquisition or internal development, using combination of
qualitative and quantitative analysis. By combing the related literature at home and
abroad,this article put forward the research model and hypothesis,issued the
superior-subordinate paired questionnaires,used SPSS20.0, AMOS22.0, HLM6.08 to
make quantitative analysis of 99 copies of effective superior questionnaires and 317
copies of effective subordinate questionnaires,and last drew the research conclusion
of this paper. The results of regression analysis about hierarchical linear models
showed that:(1) R&D cooperation, coaching behavior both had positive effects on
employee creativity, and the impact of R&D cooperation on employee creativity is
greater than the impact of coaching behavior on employee creativity;(2) Team
learning played a partial mediating role in the relationship between R&D cooperation
and employee creativity;(3) Coaching behavior could not regulate the relationship
between R&D cooperation and employee creativity, but it positively regulated the
relationship between team learning and employee creativity.
At the end of the thesis, on the basis of the conclusion of the study, according to
the principle of practicability and maneuverability, the author puts forward the
corresponding management suggestions, and pointed out the innovation,
shortcomings and future research prospects about this study.
Key Words: Employee Creativity R&D Cooperation Coaching Behavior
Team Learning Hierarchical Linear Model目 录
VI
目 录
第 1 章 绪论.....1
1.1 选题背景1
1.1.1 实践背景.....1
1.1.2 理论背景.....2
1.2 研究意义3
1.2.1 实践意义.....3
1.2.2 理论意义.....4
1.3 研究方法与思路4
1.3.1 研究方法.....4
1.3.2 研究思路.....6
1.4 研究内容7
第 2 章 文献综述.........9
2.1 研发合作文献综述........9
2.1.1 研发合作的概念.....9
2.1.2 研发合作的动机.....9
2.1.3 研发合作的模式......
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