• Overview of Chinese core journals
  • Chinese Science Citation Database(CSCD)
  • Chinese Scientific and Technological Paper and Citation Database (CSTPCD)
  • China National Knowledge Infrastructure(CNKI)
  • Chinese Science Abstracts Database(CSAD)
  • JST China
  • SCOPUS
Advanced Search
LIU Ning, ZHANG Hui-kang. An Empirical Study on the Influence of Intrinsic/Extrinsic Rewards Mechanism on Employees' Radical Innovation[J]. Journal of South China normal University (Social Science Edition), 2019, (4): 108-119.
Citation: LIU Ning, ZHANG Hui-kang. An Empirical Study on the Influence of Intrinsic/Extrinsic Rewards Mechanism on Employees' Radical Innovation[J]. Journal of South China normal University (Social Science Edition), 2019, (4): 108-119.
shu

An Empirical Study on the Influence of Intrinsic/Extrinsic Rewards Mechanism on Employees' Radical Innovation

More Information
  • Received Date: February 17, 2019
  • Available Online: March 21, 2021
    Graphical Abstract
    • Abstract
  • From the perspective of behavioral theory, this study discussed the effects of intrinsic and extrinsic rewards on employees' radical innovation in the Chinese context, as well as the mediating effect of work engagement and the moderating effect of organizational climate of innovation. The results showed that intrinsic/extrinsic rewards had a significant positive effect on radical innovation, and work engagement mediated the relationship; meanwhile, the organizational climate of innovation positively moderated the relationship between intrinsic/extrinsic rewards and radical innovation, and the moderating effect was mediated by work engagement. At the end of this paper, the theoretical value as well as the practical implication was discussed and put forward.
    • FullText(HTML)
    • References (39)
  • [1]
    M. L. MANSFIELD. Lattice Models of Semicrystalline Polymers: The Flory Theorem Implies that Mean-field Predictions Are Exact. Polymer, 1991, 32(16):2883—2886. doi: 10.1016/0032-3861(91)90181-H
    [2]
    C. FREEMAN. Networks of Innovators: A Synthesis of Research Issues. Research Policy, 1991, 20(5):499—514. doi: 10.1016/0048-7333(91)90072-X
    [3]
    R. D. DEWAR, J. E. DUTTON. The Adoption of Radical and Incremental Innovations: An Empirical Analysis. Management Science, 1986, 32(11):1422—1433. doi: 10.1287/mnsc.32.11.1422
    [4]
    D. A. TANSIK, A. K. CHAKRABARTI. Implementing Routine and Radical Innovations. Journal of Technology Transfer, 1989, 14(2):44—45. doi: 10.1007/BF02371389
    [5]
    L. L. GILSON, N. MADJAR. Radical and Incremental Creativity: Antecedents and Processes. Psychology of Aesthetics Creativity & the Arts, 2011, 5(1):21—28. http://d.old.wanfangdata.com.cn/NSTLQK/NSTL_QKJJ0232271127/
    [6]
    E. L. DECI, R. KOESTNER, R. M. RYAN. A Meta-analytic Review of Experiments Examining the Effects of Extrinsic Rewards on Intrinsic Motivation. Psychological Bulletin, 1999, 125(6):692—700. doi: 10.1037/0033-2909.125.6.692
    [7]
    R. EISENBERGER, S. ARMELI. Can Salient Reward Increase Creative Performance without Reducing Intrinsic Creative Interest?. Journal of Personality and Social Psychology, 1997, 72(3):652—663. doi: 10.1037/0022-3514.72.3.652
    [8]
    刘宁、刘颖.企业奖酬对员工创新绩效影响的研究评述.管理学报, 2014, 11(12):1871. doi: 10.3969/j.issn.1672-884x.2014.12.019
    [9]
    R. EISENBERGER. Detrimental Effects of Reward. Reality or Myth?. American Psychologist, 1996, 51(11):1153—1166. http://d.old.wanfangdata.com.cn/Periodical/scsfdxxb-shkxb201506017
    [10]
    T. M. AMABILE, K. G. HILL, B. A. HENNESSEY, et al. The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientations. J Pers Soc Psychol, 1994, 66(5):950—967. doi: 10.1037/0022-3514.66.5.950
    [11]
    Y. LI, Y. ZHAO, Y. LIU. The Relationship between HRM, Technology Innovation and Performance in China. International Journal of Manpower, 2006, 27(7):679—697. doi: 10.1108/01437720610708284
    [12]
    C. LEVESQUE, K. J. COPELAND, M. D. PATTIE, et al. Intrinsic and Extrinsic Motivation// P. L. Peterson, E. L. Baker, B. MacGaw (Eds.). International Encyclopedia of Education. Oxford: Elsevier, 2010: 618—623.
    [13]
    R. M. RYAN, E. L. DECI. Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, 2000, 25(1):54—67. doi: 10.1006-ceps.1999.1020/
    [14]
    M.S. HAGGER, N.L.D. CHATZISARANTIS. Integrating the Theory of Planned Behavior and Self-determination Theory in Health Behavior: A Meta-analysis. British Journal of Health Psychology, 2009, 14:275—302 doi: 10.1348/135910708X373959
    [15]
    J. REEVE. Self-determination Theory Applied to Educational Settings// E. L. DECI, & R. M. RYAN (Eds.). Handbook of Self-determination Research, Rochester. NY: University, 2002, 183—203.
    [16]
    M. GAGNé, E. L. DECI. Self-determination Theory and Work Motivation. Journal of Organizational Behavior, 2005, 26(4):331—362. doi: 10.1002/job.322
    [17]
    R. M. RYAN, E. L. DECI. Self-determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-being. The American Psychologist, 2000, 55(1):68—78. doi: 10.1037-0003-066X.55.1.68/
    [18]
    M. S. HAGGER, N. L. D. CHATZISARANTIS. Advances in Self-determination Theory Research in Sport and Exercise. Psychology of Sport and Exercise, 2007, 8(5):597—599. doi: 10.1016/j.psychsport.2007.06.003
    [19]
    M. S. HAGGER, CHATZISARANTIS. Self-determination Theory and the Psychology of Exercise. International Review of Sport and Exercise Psychology, 2008, 1(1):79—103. doi: 10.1080/17509840701827437
    [20]
    K. MURAYAMA, C. KUHBANDNER. Money Enhances Memory Consolidation——But only for Boring Material. Cognition, 2011, 119(1):120—124. doi: 10.1016/j.cognition.2011.01.001
    [21]
    O. ALEXY, M. A. LEITNER. A Fistful of Dollars: Are Financial Rewards a Suitable Management Practice for Distributed Models of Innovation?. European Management Review, 2011, 8(3):165—185. doi: 10.1111/j.1740-4762.2011.01017.x
    [22]
    胡少楠, 王.工作投入的概念、测量、前因与后效.心理科学进展, 2014, 22(12):1975—1984. http://d.old.wanfangdata.com.cn/Periodical/xlxdt201412014
    [23]
    W. B. SCHAUFELIN. The Measurement of Engagement and Burnout: A Confirmative Analytic Approach. Journal of Happiness Studies, 2002, 3:71—92 doi: 10.1023/A:1015630930326
    [24]
    A. B. BAKKER, E. DEMEROUTI, T. TARIS, et al. A Multi-group Analysis of the Job Demands——Resources Model in Four Home Care Organizations. International Journal of Stress Management, 2003, 10(1):16—38. doi: 10.1037/1072-5245.10.1.16
    [25]
    W. A. KAHN. Psychological Conditions of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 1990, 33(4):692—724. doi: 10.2307-256287/
    [26]
    R. MICHELLE, J. S. ROBIN. Intrinsic Rewards and Work Engagement in the South African Retail Industry. Journal of Industrial Psychology, 2014, 40(2):1—13. http://www.wanfangdata.com.cn/details/detail.do?_type=perio&id=Doaj000004581718
    [27]
    H. HUHTALA, M. R. PARZEFALL. A Review of Employee Well-being and Innovativeness: An Opportunity for a Mutual Benefit. Creativity & Innovation Management, 2010, 16(3):299—306.
    [28]
    黄俊, 贾煜, 秦颖, 等.员工感知的企业员工责任会激发员工创新行为吗——工作满足和工作投入的中介作用.科技进步与对策, 2016, 33(22):116—121. doi: 10.6049/kjjbydc.201611X210
    [29]
    顾远东, 彭纪生.组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用.南开管理评论, 2010, 13(1):30—41. doi: 10.3969/j.issn.1008-3448.2010.01.005
    [30]
    S. POPA, P. SOTOACOSTA, I. MARTINEZCONESA. Antecedents, Moderators, and Outcomes of Innovation Climate and Open Innovation: An Empirical Study in SMEs. Technological Forecasting & Social Change, 2017, 118:134—142. http://cn.bing.com/academic/profile?id=a6dff20da435f3117d43c2fe989069d7&encoded=0&v=paper_preview&mkt=zh-cn
    [31]
    马君.奖励能否激励员工创造力:不同成就动机氛围下的匹配研究.系统工程理论与实践, 2016, 36(4):945—957. http://d.old.wanfangdata.com.cn/Periodical/xtgcllysj201604011
    [32]
    K. W. THOMAS. The Four Intrinsic Rewards that Drive Employee Engagement. Ivey Business Journal, 2009, 73(6):1—12. http://www.wanfangdata.com.cn/details/detail.do?_type=perio&id=10.1177/027614679501500209
    [33]
    张轶文, 甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验.中国临床心理学杂志, 2005, 13(3):268—270. doi: 10.3969/j.issn.1005-3611.2005.03.005
    [34]
    N. MADJAR, E. GREENBERG, Z. CHEN. Factors for Radical Creativity, Incremental Creativity and Routine, Noncreative Performance. Journal of Applied Psychology, 2011, 96(4):730—743. doi: 10.1037/a0022416
    [35]
    叶宝娟, 温忠麟.有中介的调节模型检验方法:甄别和整合.心理学报, 2013, 45(9):1050—1060. http://d.old.wanfangdata.com.cn/Periodical/xlxb201309011
    [36]
    张勇, 龙立荣, 贺伟.绩效薪酬对员工突破性创造力和渐进性创造力的影响.心理学报, 2014(12):1880—1896. http://d.old.wanfangdata.com.cn/Periodical/xlxb201412009
    [37]
    马君, 胡佳, 杨涛, 等.打开奖励的"薛定谔黑箱":认知学派与行为学派的理论分野与整合.外国经济与管理, 2015, 37(3):27—39. http://d.wanfangdata.com.cn/Periodical/wgjjygl201503003
    [38]
    贺伟, 龙立荣.内外在薪酬组合激励模型研究.管理评论, 2011, 23(9):93—101. http://www.wanfangdata.com.cn/details/detail.do?_type=perio&id=glpl201109013
    [39]
    M. A. R. MALIK, A. N. BUTT. Rewards and Creativity: Past, Present, and Future. Applied Psychology, 2017, 66(2):290—325. doi: 10.1111/apps.12080
    • Related Articles

  • Cited by

    Periodical cited type(2)

    1. 何颖珊，向晓梅. 广深产业联动共建世界级“双子城”的实证研究. 特区经济. 2025(02): 10-15 .
    2. 刘君妍，沈永飞，曹斌. 跨区域协同项目管理系统的设计与实现——以长三角项目监测管理系统为例. 城市勘测. 2024(03): 21-24 .

    Other cited types(0)

Catalog

    Get Citation
    PDF
    XML
    Article views (2468) PDF downloads (79) Cited by(2)
    Turn off MathJax
    Article Contents
    Abstract
    References

    Copyright © China Research Institute of Radiowave Propagation 豫ICP备16036117号

    Address： Tel： Fax：0373-3052232 E-mail:

    Supported by: Beijing Renhe Information Technology Co., Ltd.  Baidu Analytics

    /

    DownLoad:  Full-Size Img  PowerPoint
    Return
    Return