查看“Creative Deviance Scale 员工创造性偏离量表”的源代码

==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
<br>Instruction:In the last two months, when my immediate supervisor rejected some of my new ideas:
<br>1.I continued to improve some of the new ideas, although they did not receive my supervisor's approval.
<br>2.In my work time, I often thought about how to make the rejected ideas better.
<br>3.Although my supervisor asked me to stop developing some new ideas, I still worked on these ideas.
<br>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.
<br>5.I spent some of my work time in developing the ideas rejected by my supervisor.
<br>6.Up to this point I still have not given up on some of the rejected ideas.
<br>7.I have improved some rejected ideas in my working hours.
<br>8.Although some ideas were stopped by the supervisor, I worked on the improved versions of these ideas.
<br>9.Using some of my work time or resources, I kept on working on the rejected ideas.

==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.
<br>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.
<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]]