乐在工作还是业荒于嬉？互联网企业玩兴氛围对创新行为的跨层次研究

As the key of motivating employee innovative behavior, organizational climate is always receiving attention from academic. In recent years, excellent Internet enterprises both at home and abroad have vigorously promoted the construction of playfulness climate, in order to strive to bring higher innovation performance and lower employee turnover rate for enterprises. However, relevant theoretical research is not only lacking, but also its conclusion varies from person to person, lagging behind the management practice. What is the difference between playfulness climate and traditional playfulness ? Can playing as well as working promote innovation in employees? What is the process mechanism? In this study, though playfulness climate as the breakthrough point, build across-level analysis framework of influencing on employee and team innovative behavior, reveal the influence and mechanism of playfulness climate, discuss interaction of leader critical thinking, leader "zhongyong" mode of thinking and playfulness climate can promote innovation, and whether organizational identity and professional identity will affect the relationship between playfulness climate and employee innovative behavior. .This study focuses on the internet enterprises in the western region, through empirical research, to explore the influence of playfulness climate on job crafting ,then on employee innovation ,and the final impact on team innovative behavior , as well as the intermediary of leader different thinking，organizational identity and professional identity. Finally, this study proposes that western internet enterprises create climate, puts forward the management countermeasures to stimulate employee innovation and team innovation, and also provides inspiration for the innovative behavior of enterprises in the Internet + industry.

组织氛围作为员工创新行为激发的关键而备受学界瞩目。国内外的卓越互联网企业近年来大力推行玩兴氛围的营造，力图为企业带来更高的创新绩效和更低的员工离职率。然而相关理论研究不仅缺乏，并且研究结论见仁见智，滞后于管理实践。玩兴氛围与传统玩兴的区别是什么？边玩边工作能否促进员工的创新？其过程机制如何？本研究以玩兴氛围为切入点，构建对员工和团队创新行为影响的跨层次研究框架，揭示玩兴氛围的影响和作用机理，探讨领导批判性思维、领导中庸思维与玩兴氛围交互是否能促进创新，以及组织认同和职业认同是否会对玩兴氛围与员工创新行为之间产生影响。本研究聚焦于西部地区互联网企业，通过实证研究，探讨玩兴氛围对工作重塑，进而对员工创新，最终对团队创新行为的影响，以及领导不同思维和组织认同职业认同在其中的调节作用。最后，提出西部互联网企业营造氛围，激发员工创新和团队创新的管理对策，也为互联网+行业中的企业创新行为激发提供启示。

近十年来，西方企业在组织中开始大胆尝试玩兴氛围实践，并收获了员工创新成果。然而学术研究的进展远滞后于企业实践，难以回答管理者的迷思：西方文化背景下的玩兴理论是否适用于中国实践？迅速发展的中国互联网企业应该如何促进员工加快创新？项目组聚焦于促进西部地区互联网企业的创新，希望通过理论与实证相结合的系统研究，明确互联网企业团队玩兴氛围的内涵，揭示团队玩兴氛围对创新的影响效果及其机制，探索激发员工和团队创新的管理策略，助力西部企业加速创新。.在研究计划的指引下，项目组开展了四个方面的研究：一是明确团队玩兴氛围的内涵并开发测量工具；二是构建团队玩兴氛围影响团队创新、员工创新的模型并开展实证研究；三是对与玩兴理论密切相关的工作场所乐趣展开理论和实证研究，探索激发员工、团队创新的管理策略；四是聚焦于员工创新行为，实证分析了精神型等领导方式对员工创新行为的影响机制。.项目组在成功开发团队玩兴氛围测量工具的基础上，构建了团队玩兴氛围激发团队创新和员工创新的整合模型。基于理论模型，开展三次问卷调查，共收集173个团队1244份有效员工数据，检验了玩兴氛围不仅能够直接促进员工创新，而且通过积极情绪、工作繁荣和团队认同等中介作用间接影响员工创新。同时，响应学者的呼吁，项目组深入探索了工作场所乐趣领域，不仅构建了工作场所乐趣影响员工创新的整合模型，而且实证研究了工作场所乐趣的不同维度对员工创新的差异性影响。通过两次问卷调查收集753份有效数据，分别检验了乐趣活动能够通过乐趣体验和工作繁荣进而促进员工创新，同事社交能通过工作繁荣影响员工创新，而个人自由仅能通过乐趣体验促进创新。值得重视的是，乐趣活动还存在过犹不及效应，它与工作投入和员工创新之间存在倒U型关系。项目组的研究发展了玩兴氛围理论，对中国企业有效开展工作场所乐趣、营造玩兴氛围，以及促进员工创新等方面提供了有价值的理论依据和管理启示。