关于认识论信念对员工创新绩效的影响及其内部机制的多层次研究

On President Hu Jintao' call for establishing innovative country, China needs to develop its people's potential to conduct proactive innovation at every position. It is people who drive, conduct and assess innovation. Therefore, we have to figure out those individual differences that can be used to predict individual innovative behavior and innovation performance in the workplace. Furthermore, we also need to make sure that the predictive individual differences can be changed by education or training to help management education improve their capability to develop innovative talent. However, the existing studies of innovative individual differences have not provided solid theory to explain the impact of those individual differences on employee innovation. In addition, most of these studied individual differences are difficult to change in an expected way because some are too stable to change, such as personality, while some are mainly determined by the situation, for example, emotion. Due to the lack of research on appropriate innovative individual differences, this study first employs the self-determination theory and epistemological beliefs theory to test the preidictivity of epistemological beliefs- - the beliefs of individuals on knowledge and knowing, on employee innovation. Second, this study seeks to explain the mechanism underlying the relationship between epistemological beliefs and innovation performance. Third, this study aims to explain the relationship between epistemological beliefs and innovation performance at both individual and group level of analyses. In doing so the concept of epistemological belief would be wholly understood. In sum, based on the study of the above three goals, we hope to introduce epistemological beliefs to management researchers because this concept is naturally related to learning and innovation. We suggest that to develop innovative theories needs us to integrate theories from different areas. We also our study can help deepen understanding of how individual differences influence employee innovation such that we can better intervene the process to facilitate innovation behavior. Last, we hope the results of this study can be used by management educators to help them develop the potential of their students to proactively innovate in the future. This may be the most possible way to widely improve the level of innovation in China. This study will mainly use survey method to collect data.

建设创新型国家需要大力培养能够自主创新的人才，因为人是各种创新的主体。由此，我们需要找到能够有效预测员工创新行为和创新绩效的个人特征，并且需要确保这种特征能够通过教育得到提高。现有关于创新个人特征的研究所涉及的个人特征变量即缺乏足够的理论依据又未能解释其影响机制，并且关注的大多是不易改变的人格特质或主要受环境影响的内部动机。因此，本研究基于自我决定理论和认识论信念理论，探索和验证认识论信念对创新绩效的预测力。同时，把个体水平的影响路径拓展到团队水平，从而在不同层次解释认识论信念这一新概念对员工创新过程的影响，使理论模型更为完善。通过三个子研究，本课题希望将认识论信念引入员工创新管理研究，实现跨学科的融合，加深对员工创新行为内部机制的理解，更为管理教育培养创新人才提供理论和实证数据。本课题主要使用问卷调查研究法。

本课题通过五个样本的实证研究将认识论信念这一概念引入管理学领域，并且使用认识论信念来解释个体和团队创新绩效的差异。本课题开发了一份适用于工作群体的认识论信念量表。通过比较不同样本的数据，我们提出并验证了认识论信念的双因素结构，即对知识本质的信念和对知识获取过程的信念。本课题检验了认识论信念与个人创新行为、创新成果和上级评价的创新表现等创新绩效指标的正向联系。以知识创新为例，个体对知识的信念越成熟，创新绩效越高、创新行为越多。以高管人员的管理创新绩效为例，高管人员对知识的信念越成熟，就越有可能表现出较高的内部动机，从而表现出更多的管理创新。以团队创新为例，如果团队领导和成员的认识论信念水平越相似，他们之间领导-成员交换关系就越高，越有可能进行团队创新。.从信念的角度解释创新绩效的相关研究很有限。本课题研发的认识论信念量表希望能推进这一领域的研究。本课题还提出一个针对博士生学术创新的影响因素路径图。以该路径图为蓝本，我们为某研究型大学设计了一套博士生学术创新自评监测系统。在本课题主要的研究结果和关联研究内容的基础上形成的论文，已经有4篇论文在国际高水平学术会议上宣讲。