查看“Leaders' Responses to Creative Deviance Scale 领导对员工创造性偏离的反应量表”的源代码

==简介==
领导无论是在促进还是阻碍工作场所中的创造力方面都发挥着举足轻重的作用，在实际工作中，领导者必须鼓励员工产生新的想法，并拒绝大多数的想法。迄今为止，创造性的研究集中在此双重挑战的第一个方面，但在很大程度上忽略了第二个方面。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。

Mainemelis（2010）还进一步提出领导者对员工的创造性偏离行为的五种反应，即宽容（Forgive），奖励（Reward），惩罚（Punish），忽视（Ignore）和操纵（Manipulate）。Bilian Lin（2016）综合大量研究，发现领导大致以这五种方式对员工创造性偏离行为做出回应。为得到更多详细信息，Bilian Lin（2016）在广东的两家广告公司进行了半结构化访谈，通过分析这些数据并整合他人的研究数据开发了领导对员工创造性偏离的反应量表（Leaders' Responses to Creative Deviance Questionnaire）。为了进一步验证变革型领导的构想效度，又在一家广告公司进行了调查，验证性因素分析证实了领导对员工创造性偏离的反应量表的构想效度，并剔除了四个高交叉负荷的因子，最终得到包括31个题项的领导对员工创造性偏离的反应量表。

==信度与效度==
Bilian Lin（2016）在广东一家广告公司调查了159个参与者，研究表明，宽容量表的信度α=0.73，奖励量表的信度α=0.78，惩罚量表的信度α=0.86，忽视量表的信度为0.91，操纵量表的信度α=0.81。 探索性因素分析（EFA）结果表明，五因素结构模型累积方差解释量为63.93％，所有因子负荷均大于0.75。然后，Bilian Lin（2016）使用Mplus 7.0进行验证性因素分析（CFA），五因素模型的χ<sup>2</sup>、df、CFI、TLI、RMSEA值分别为779.18、424、0.95、0.94、0.06，五因素模型的各项拟合指数均达到或接近先定的标准，说明导对员工创造性偏离的反应的五因素结构得到了数据的支持。

==量表==
请您根据自己的实际感受和体会，对下面14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 不同意  3 有点不同意  4不好确定   5有点同意   6 同意  7 非常同意
<br>Instruction:When I committed one or more acts of creative deviance in the last two months, my supervisor:
<br>1.Held me accountable for what I did.
<br>2.Criticized me in a negative way.
<br>3.Started behaving to me in less favorable ways.
<br>4.Has made me pay for disobeying his/her orders.
<br>5.Has punished me for what I did.
<br>6.Has formally evaluated my performance in a negative way.
<br>7.Has withheld organizational rewards from me.
<br>8.Has assigned to me less interesting or/and less important work/projects to do.
<br>9.Quickly acknowledged my passion for pursuing a creative idea.
<br>10.Gave me positive feedback about not giving up on my idea.
<br>11.Praised me for my commitment to my creative ideas against his/her orders.
<br>12.Expressed to other people in the organization that he/she appreciates my strong commitment to creative work, even if I have disobeyed him/her.
<br>13.Showed that he was really pleased that I took a personal risk to keep my creative idea alive and growing.
<br>14.Behaves after this incident as he/she thinks more highly of me as a creative person.
<br>15.After the incident he/she has started giving me more autonomy to do my work.
<br>16.In the end he/she has rewarded me for pursuing my idea despite his/her instructions.
<br>17.Neither praised nor criticized me for the incident.
<br>18.Didn't say or do anything at all about the incident.
<br>19.Completely ignored my disobedient behavior.
<br>20.Didn't inquire at all about why I didn't listen to him/her on that occasion.
<br>21.He/she has overlooked the incident.
<br>22.Criticized my behavior but in a forgiving way.
<br>23.Showed me that he/she was not going to hold up the incident against me in the future.
<br>24.Expressed his/her disappointment about the incident but in the end has forgiven me.
<br>25.Told me that just for this time he/she is going to forgive me.
<br>26.I feel that he/she has truly forgiven me for not listening to him/her.
<br>27.For a while he/she did not say anything to me, probably because he/she was just waiting to see whether my idea was going to work or not.
<br>28.At first he/she did not respond to my disobedience, probably because he/she was unsure whether he/she could extract a benefit from my idea.
<br>29.I felt that he/she was just waiting for my idea to show its value so that he/she could then obtain a benefit from it.
<br>30.I felt that he/she was just waiting for my idea to fail so that he/she could then punish me in some way.
<br>31.Made me feel that his/her reaction to my disobedience was going to be completely determined by the final success or failure of my idea.


==计分方法==
领导对员工创造性偏离的反应问卷包括惩罚、奖励、忽视、原谅和操纵五个分量表，可以计算每个分量表所包括题目的总分或平均分。每个分量表包括的题目如下：
<br>1.惩罚：指领导对员工创造性偏离行为表现出消极的态度，并提出批评，加强对员工的监督。总共8道题，具体包括第1、2、3、4、5、6、7、8题。
<br>2.奖励：指领导对员工创造性偏离行为表现出积极的态度，并表扬员工充满激情，鼓励其继续努力、不要放弃。总共8道题，具体包括第9、10、11、12、13、14、15、16题。
<br>3.忽视：指领导无视员工创造性偏离行为，不对其行为发表任何评论，既不鼓励也不惩罚。总共5道题，具体包括第17、18、19、20、21题。
<br>4.宽容：指领导就员工创造性偏离行为提出警告，指明这种行为是错误的、不被接受的，员工必须不得再违背领导的命令。总共5道题，具体包括第22、23、24、25、26题。
<br>5.操纵：指领导对员工创造性偏离行为不奖励、不惩罚、也不忽视，但和忽视不同，领导预测该行为的后果，并等待最终的结果。如果是积极的结果，领导会介入，并将之合法化；如果是无用的结果，领导将惩罚员工或忽视该种行为。总共5道题，具体包括第27、28、29、30、31题。


==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==
Podsakoff, P. M., Todor, W. D., Grover, R. A., & Huber, V. L. (1984). Situational moderators of leader reward and punishment behaviors: fact or fiction?. Organizational Behavior & Human Performance, 34(1), 21-63.
<br>Hinkin, T. R., & Schriesheim, C. A. (2008). A theoretical and empirical examination of the transactional and non-leadership dimensions of the multifactor leadership questionnaire (mlq). Leadership Quarterly, 19(19), 501-513.
<br>Mainemelis, C. (2010). Stealing fire: creative deviance in the evolution of new ideas. Academy of Management Review, 35(35), 558-578.

[[category: 研究量表]][[category: 英文量表]]