摘要
在竞争激烈的市场环境下，现代企业越来越依靠创新获取竞争优势，如何激发和提升员
工创新也是理论界和企业持续关注的重要话题。在中国员工创新表现的前因研究中，学者们
逐渐关注中国本土文化因素对员工认知和行为的影响，对于构建中国本土管理思想体系的呼
声也越来越高。中庸思维作为中华民族传统思维体系的核心之一，对个体的认知和行为有深
刻而持久的影响。因此，剖析中庸思维与员工创新的关系，有助于了解中国文化背景下员工
思维方式和行为表现，揭示中国员工创新活动的文化特征。
但是，中庸思维是否促进员工创新还没有得到一致的研究结论，企业也难以对员工中庸
思维进行正确看待和管理。原因可能在于现有研究缺乏对创新维度的分类探讨以及缺少对中
庸思维情境性特征的深入思考。为了解决以上研究问题，本文基于社会认知理论，引入信任
关系和差错反感文化作为边界条件，构建了具有情境性特征的中庸思维影响渐进式创新和激
进式创新的概念模型。
通过文献研究、问卷调查和实证分析，本文设计、发放了研究问卷并回收了 235份有效
样本进行实证分析，最终得出以下主要研究结论：（1）员工中庸思维对渐进式创新和激进式
创新均有显著正向作用；（2）信任关系对中庸思维和不同创新关系有差异化调节作用，具体
表现为信任关系显著正向调节中庸思维和激进式创新的关系，而对中庸思维和渐进式创新无
显著调节作用；（3）差错反感文化对中庸思维与渐进式创新、激进式创新均有负向调节作用，
且中庸思维和激进式创新的关系更易受到差错反感文化的消极影响。
本研究细化了中庸思维对创新关系的分类讨论，拓展了对中庸思维情境性特征的理解。
研究结论和管理启示对企业有效认识员工中庸思维、正确看待和传承优秀中庸文化以及提升
企业文化自信具有理论贡献和现实意义。
关键词：中庸思维，渐进式创新，激进式创新，信任关系，差错反感文化
I

Abstract
Modern enterprises are increasingly relying on innovation to obtain competitive advantages in
the competitive market environment. How to stimulate and enhance employee’ innovation is an
important topic of continuous attention that both in academia and in practice. In the research on the
antecedents of Chinese employees’ innovation, scholars gradually pay attention to the influence of
Chinese local cultural factors on employees’ cognition and behavior, and have a growing voice for
the construction of Chinese indigenous management ideology. As one of the cores of the traditional
thinking system of China, Zhongyong thinking has a profound and everlasting influence on the
cognition and behavior of individuals. Therefore, analysis of the relationship between Zhongyong
thinking and employee innovation is helpful to understand the thinking mode and behavior of
employees in the context of Chinese culture, and to reveal the cultural characteristics of the
innovation of Chinese employees.
However, there has been no consistent research conclusion on whether Zhongyong thinking
can promote the innovation of employees, and it is difficult for enterprises to treat and manage
Zhongyong thinking of employees correctly. The possible reasons are the lack of categorization of
innovation dimensions and the lack of consideration on the situational characteristics of Zhongyong
thinking. In order to solve the research problem, this paper introduces the trust relationship and the
error aversion culture as the boundary conditions based on the cognitive regulation mechanism of
social cognition theory, and constructs a theoretical model of the influence of Zhongyong thinking
with situational characteristics on incremental and radical innovation.
Through literature research and questionnaire survey, this paper designed and distributed
research questionnaires. 235 samples of Chinese employees have been empirically analyzed in this
study, contributing to the following findings. Firstly, Zhongyong thinking of employees has a
significant positive effect on both incremental and radical innovation. Secondly, the trust
relationship has a differentiated regulating effect on the relationship between Zhongyong thinking
and different innovation. Specifically, the trust relationship has a significant positive regulating
effect on the relationship between Zhongyong thinking and radical innovation, but has no
significant regulating effect on the relationship between Zhongyong thinking and incremental
innovation. Thirdly, the error aversion culture has a negative moderating effect on the relationship
between Zhongyong thinking and different innovation, and the relationship between Zhongyong
II

thinking and radical innovation is more susceptible to the negative influence of the error aversion
culture.
This study refines the classification and discussion of the relationship between Zhongyong
thinking and innovation, and expands the understanding of the situational characteristics of
Zhongyong thinking. The research conclusions and management implications have theoretical
contribution and practical significance for enterprises to effectively understand the Zhongyong
thinking of employees. Moreover, it is of great significance to correctly consider and inherit the
excellent culture of Zhongyong, and improve the cultural confidence of enterprises.
Key words: Zhongyong Thinking, Incremental Innovation, Radical Innovation, Trust Relationship,
Error Aversion Culture
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