研发人员的成败经历、创造力效能感与创新行为的关系：主管支持的调节作用

基于社会认知理论，本文分析了亲历的和同事的成败对研发人员创新行为的影响，以及主管支持的调节作用。问卷调查研究发现：①成败经历通过创造力效能感的部分中介作用，对研发人员创新行为产生间接影响，其中成功经历的影响是积极的，失败经历的影响是消极的；②主管支持对成功经历或失败经历与创造力效能感的关系都起到负向调节作用，即在高水平主管支持情形下，成功经历和失败经历对创造力效能感的影响都相对较弱；③在高水平主管支持情形下，由于主管支持对“成败经历→创造力效能感”的调节作用，成功经历和失败经历通过创造力效能感的中介作用，对创新行为的间接作用也相对较弱；④主管支持缓和了失败经历对研发人员创新行为的消极影响（总效应）。

A study of the relationship between R&D personnel’s successful or failed experiences and innovative behaviors

Based on social cognitive theory, we thoroughly analyze the effects of R & D personnel’s and their colleagues’ successful or failed experiences on their innovative behavior and supervisor support’s moderating effect. The survey research finds: (1) Through partial mediating effect of creative self-efficacy, successful or failed experiences have indirect effects on R & D personnel’s innovative behavior. And the effect of successful experience is positive, and the effect of failed experience is negative. Supervisor supports have both negative moderation role on the relationship between successful experiences and creative self-efficacy and the relationship between failed experiences and creative self-efficacy. That is, in the case of high-level supervisor support, the impacts of successful or failed experiences on creative self-efficacy are both relatively weak. (3) Because of supervisor supports’ moderating role to “successful or failed experiences → creative self-efficacy”, successful and failed experiences’ indirect effects on R & D personnel’s innovative behavior through creative self-efficacy’s mediating role are both relatively weak in the case of high-level supervisor support. (4) Supervisor supports moderate the negative impact (total effect) of failed experience on R & D personnel’s innovative behavior.