Creative Deviance Scale 员工创造性偏离量表

简介

组织领导者必须鼓励员工产生新的想法，并拒绝大多数的想法。Mainemelis（2010）认为，当领导拒绝了员工的新想法之后，员工可能产生创造性偏离行为，也就是说，员工可能会直接侵犯他们领导的指示而继续寻求被拒绝了的新思路。

Bilian Lin, et al. (2016)为测量员工创造性偏离引用了Lin, B., Law, K., & Chen, C. (2012)开发的员工创造性偏离量表(Creative Deviance Scale)。

信度与效度

研究表明，员工创造性偏离量表(Creative Deviance Scale)显示出可以接受的信度水平(α =0.81 in Lin, Law, & Chen, 2012, and α =0.84 in Lin, Wong, & Fu,2012)。Bilian Lin, et al. （2016）在广东的两家广告公司进行了3次数据收集，共得到226份匹配有效问卷。在第一次和第三次数据收集过程中运用员工创造性偏离量表（Creative Deviance Scale）对员工创造性偏离行为进行了测量，要求员工关于对其在过去两个月的创造性偏离行为的项目打分，在个体水平上，第一次数据结果显示信度α为0.82，第三次数据结果显示信度α为0.88。

量表

请您根据自己的实际感受和体会，对下面九项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：1 非常不同意 2 有点不同意 3 不同意 4 不好确定 5 有点同意 6同意 7 非常同意
Instruction:In the last two months, when my immediate supervisor rejected some of my new ideas:
1.I continued to improve some of the new ideas, although they did not receive my supervisor's approval.
2.In my work time, I often thought about how to make the rejected ideas better.
3.Although my supervisor asked me to stop developing some new ideas, I still worked on these ideas.
4.Besides working on ideas that were approved by my supervisor, I also exerted effort in improving the rejected ideas by collecting information and trying again.
5.I spent some of my work time in developing the ideas rejected by my supervisor.
6.Up to this point I still have not given up on some of the rejected ideas.
7.I have improved some rejected ideas in my working hours.
8.Although some ideas were stopped by the supervisor, I worked on the improved versions of these ideas.
9.Using some of my work time or resources, I kept on working on the rejected ideas.

下载WORD版问卷：文件:Cd.doc

计分方法

员工创造性偏离量表包括9道题目,可以计算所包括题目的总分或平均分。

量表出处

Lin, B., Mainemelis, C., & Kark, R. (2015). Leaders' responses to creative deviance: differential effects on subsequent creative deviance and creative performance ☆. Leadership Quarterly, 27(4), 537–556.

参考文献

Lin, B., Law, K., & Chen, C. (2012). “I love to do it” or “I can do it”? Competing mechanisms in explaining creative deviance. Paper presented at Academy of Management Meeting, Boston.
Lin, B., Wong, Y.N., & Fu, P. (2012). Consideration of future consequences and thriving in creative work context: A model of dual mechanism. Paper presented at the 8th Asia Academy of Management Conference, Seoul, South Korea.
Mainemelis, C. (2010). Stealing fire: creative deviance in the evolution of new ideas. Academy of Management Review, 35(35), 558-578.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！