创新是组织获得和保持竞争优势的关键，而员工的创造力行为则是组织创新 的根源，因而如何让员工表现得更富创造力就成为了学者们关注的重点。由于领 导者负责对员工的绩效进行评估、负责分配工作相关的资源，他们在员工的行为 表现过程中扮演着重要角色。然而，过往探索领导力对员工创造力的影响的研究 主要是从领导者的角度进行探索，对员工与领导者匹配的影响探讨较为欠缺。当 代组织越来越强调个体与工作环境的互动，而在员工工作中占据了重要位置的领 导者与员工的匹配程度，会显著影响员工的行为。因此，本研究从领导者-员工 匹配的视角着手，以领导者和员工各自对自我是否具有创造力、是否将自己视为 一个富有创造力的人的界定（即：创造力角色认同）为切入点，探索了领导者与 员工在创造力角色认同上的一致性程度对员工创造力行为的影响，并在其中探讨 了上下级关系的中介作用。个人-环境匹配理论、信号理论、社会交换理论等理 论为本研究提供了理论基础。 在理论推导之后，本研究还实证检验了各个理论假设。具体而言，首先，本 研究通过问卷调查法，采用领导-员工配对的方式，收集了来自56个团队的250 对配对问卷。然后，本研究使用LISERL、SPSS、多项式回归与响应面分析等工 具，对数据进行了样本基本信息分析、描述性统计分析、信效度分析、相关性分 析及假设检验，其中，假设检验部分得出如下结论：领导者与员工在创造力角色 认同上的一致性显著影响员工创造力行为，一致性程度越高，越能促进员工表现 出更多的创造力行为；与领导者和员工创造力角色认同水平都低相比，当领导者 和员工的创造力角色认同程度都高时，员工更有可能表现出创造力行为；领导者 高创造力角色认同员工低创造力角色认同的组合与员工高创造力角色认同领导 者低创造力角色认同的组合对员工创造力行为的影响差异不显著；领导者与员工 在创造力角色认同上的一致性显著影响上下级关系，一致性程度越高，领导者与 员工的上下级关系越好；上下级关系与员工的创造力行为呈正相关关系；上下级 关系中介了领导者与员工在创造力角色认同上的一致性与创造力行为之间的关 系。此外，在构建理论假设和进行实证分析之后，本研究还从研究结论出发，总 结了本研究的理论贡献，提供了相应的管理建议，并提出了本研究的不足之处和 对未来研究的建议。 关键词：创造力行为；创造力角色认同；上下级关系；员工-领导匹配 II Abstract How to promote more employee creative behavior, which refers to the generation of novel and practical ideas of employees in the workplace, is a timeless theme discussed by many academic scholars. It’s because that employee creative behavior is the first stage of organizational innovation which further plays a crucial role for organizations to obtain and maintain competitive advantages in the dynamic economic environment. Leaders are important to followers’ behavioral decisions as they are taking charge of employees’ performance evaluation and the allocation of work-related resources as well. However, previous studies have mainly focus on the single role of leader when exploring the antecedents of employee creative behavior from a leader perspective, rather than considering the influence of the combination of leader and employees’ characteristics. Fits between employees and their work environment have been stressed many years as shared values can improve employees’ work efficiency and result in many positive outcomes, among which person-supervisor fit acts as a considerable role because of the tremendous influence of leaders in employees decision-making process. This study, therefore, explored the effect of leader-follower congruence in creative role identity, which refers to the extent individual identify himself or herself as a creative person, on employees’ creative behavior. Furthermore, the mediating role of supervisor-subordinate guanxi between leader-follower congruence in creative role identity and employee creative behavior was discussed. Person-environment fit theory, social exchange theory, and signaling theory provided a theoretical lens for this study. Empirical research was conducted when hypotheses have been established in the guidance of the theories mentioned above. More specifically, 250 leader-follower matched data from 56 groups were collected by a multi-source questionnaire. LISREL, SPSS and polynomial regression with response surface analysis were used to assess the sample information, descriptive statistics, reliability and validity, and correlations and to test hypotheses as well. Findings indicated that the congruence of creative role identity between leader and followers is positively related to employee creative behavior and supervisor-subordinate guanxi. Further, employees are likely to present more creative behavior when employees and the leader’s creative role identity are both high rather than low. Additionally, difference is nonsignificant when comparing the effect of the two incongruent combinations on employee creative behavior. Results also III confirmed that supervisor-subordinate guanxi relates positively to employee creative behavior and mediates the relationship between leader-follower congruence in creative role identity and employee creative behavior. Theoretical contributions, managerial implications, limitations and suggestions for future research are discussed in the end. Keyword: creative behavior; creative role identity; supervisor-subordinate guanxi; person-supervisor fit IV 目录 摘要................................................................................................................................ I Abstract ........................................................................................................................ II 第1章 绪论.................................................................................................................. 1 1.1 研究背景与意义.............................................................................................. 1 1.1.1 研究背景................................................................................................ 1 1.1.2 研究意义................................................................................................ 2 1.2 研究思路和研究框架...................................................................................... 3 1.2.1 研究思路................................................................................................ 3 1.2.2 研究框架................................................................................................ 3 1.3 研究方法.......................................................................................................... 4 1.3.1 文献研究法............................................................................................ 4 1.3.2 实证研究法............................................................................................ 5 1.4 研究创新.......................................................................................................... 6 第2章 文献综述.......................................................................................................... 7 2.1 员工创造力行为.............................................................................................. 7 2.1.1 概念与内涵............................................................................................ 7 2.1.2 影响因素研究........................................................................................ 8 2.2 员工-领导者的匹配 ...................................................................................... 10 2.2.1 相关影响研究...................................................................................... 10 2.2.2 影响机制研究...................................................................................... 11 2.3 创造力角色认同............................................................................................ 11 2.3.1 概念与内涵.......................................................................................... 11 2.3.2 研究现状.............................................................................................. 12 2.4 上下级关系.................................................................................................... 13 2.4.1 概念与内涵.......................................................................................... 13 2.4.2 研究现状...........................................................