在复杂的社会环境下，员工创造力被广泛认为是组织发展和获取竞争力的重要推动 因素。作为实现创新绩效的关键前提，激发员工的创造性想法和期望这些想法得到充分 实施逐渐成为理论和实践关注的焦点，尤其是个人因素和情境因素相结合对员工创造力 的影响研究已经成为一种广泛的概念框架。信任作为员工创造力的前置作用也得到大量 研究的关注和证实。然而，受限于研究设计，尽管有关组织内人际信任与员工创造力关 系研究日益丰富，但人际信任是激发、抑制员工创造力或是二者之间存在非线性作用在 学界并没有形成共识，研究结论在相关关系强度、方向和统计显著性上持有不同的观点。 此外，不同类型人际信任对员工创造力的作用是否存在差异，人际信任与员工创造力的 作用关系又受到哪些情境因素的影响等问题也有待进一步总结验证。因此，系统地验证 人际信任与员工创造力之间的关系不仅有实践上的需求，也有理论上的可行性和必要性。 本文运用元分析方法检验组织内人际信任对员工创造力的影响，以及情境因素和研究方 法的潜在调节作用，为更好地理解现有研究结论之间的差异，形成更加综合的分析框架， 提供了稳健的实证支持。 遵循规范的元分析文献筛选要求，本文一共收集了国内外55篇文献，56项独立实 证研究样本，17482个个体样本。分析结论显示：人际信任能有效激发员工创造力，人 际信任与员工创造力存在显著中等强度的正向关系（r=0.34）；同事间信任、感知到的 领导信任较信任领导对员工创造力的作用更大；当数据来源于同一个体时，研究得到的 人际信任对员工创造力影响水平更高；人际信任对员工创造力的作用在新生代员工群体 中较年长员工群体显著；东方文化背景下人际信任对员工创造力的作用强度要高于西方 文化背景；发展水平低的国家中，人际信任对员工创造力的作用要大于发展水平高的国 家。上述结论厘清并丰富了组织内人际信任影响员工创造力的已有成果，也可以为企业 根据自身情况探索有助于员工创造力提升的有效途径提供借鉴。 关键词：人际信任；创造力；元分析；情景因素 II Abstract In a complex social environment, employee's creativity is widely regarded as an important driving factor for organizational development and competitiveness. As a key prerequisite for achieving innovative performance, stimulating employee's creative ideas and expectations are fully implemented. These have gradually become the focus of theoretical and practical attention. In particular, the study of the influence of the combination of personal and situational factors on employee creativity has become a widespread conceptual framework. The pre-function of trust as an employee's creativity has also received a lot of research attention and confirmation. However, due to the research design, although the research on the relationship between interpersonal trust and employee creativity in organizations has become increasingly abundant, whether interpersonal trust stimulates or inhibits employee creativity or there is a non-linear effect between the two has not been formed in academia. Consensus, research conclusions hold different perspectives on the strength, direction and statistical significance of correlations. In addition, the question of whether there are differences in the role of different types of interpersonal trust in employee creativity, and which context factors affect the relationship between the role of interpersonal trust and employee creativity, and other issues need to be further summarized and verified. Therefore, systematically verifying the relationship between interpersonal trust and employee creativity has not only practical requirements, but also theoretical feasibility and necessity. This paper uses meta-analysis to examine the impact of interpersonal trust in employees on employee creativity, as well as the potential moderating effects of contextual factors and research methods. It provides a better understanding of the differences between existing research conclusions and provides a more comprehensive analysis framework and robust empirical support. Following the standard meta-analysis literature screening requirements, this article collected a total of 55 literatures at home and abroad, 56 independent empirical research samples, and 17,482 individual samples. The analysis results show that: interpersonal trust can effectively stimulate employee creativity, and there is a significantly moderate positive relationship between interpersonal trust and employee creativity (r=0.34); peer trust and perceived leadership trust has a greater effect on employee creativity than leadership trust; when the data from the same individual, the interpersonal trust obtained has a higher level of influence on employee creativity; the role of interpersonal trust in employee creativity is more significant in the younger generation of employee groups than in the older group; the influence intensity of interpersonal trust on employee creativity in the context of oriental culture is higher than that of the western culture; in countries with low levels of development, interpersonal trust has a greater effect on employee creativity than in countries with high levels of development. The above conclusions clarify and enrich the existing results of interpersonal trust in the organization affecting employee creativity, and can also provide a reference for companies to explore effective ways to improve employee creativity based on their own conditions. Key words: interpersonal trust; creativity; meta-analysis; situational factors III 目 录 摘要 ..... I Abstract II 第1章 绪 论 ..................... 1 1.1研究背景 .............. 1 1.2问题提出 .............. 2 1.3研究意义 .............. 4 1.3.1理论意义 .. 4 1.3.2实践意义 .. 4 1.4研究内容 .............. 5 1.5研究方法 .............. 6 1.5.1文献归纳法 ............................. 6 1.5.2元分析技术法 ......................... 6 1.6研究思路 .............. 6 1.7创新之处 .............. 7 第2章 文献综述 ............... 9 2.1信任 ...................... 9 2.1.1信任的定义 ............................. 9 2.1.2信任的分类 ........................... 10 2.1.3人际信任的测量 ................... 10 2.1.4人际信任的影响因素 ........... 11 2.1.5人际信任的结果效应 ........... 13 2.2员工创造力 ........ 15 2.2.1员工创造力的定义 ............... 15 2.2.2员工创造力与员工创新行为的辨析 .................. 16 2.2.3员工创造力的测量 ............... 17 2.2.4组织内员工创造力的影响因素 .......................... 17 2.3组织内人际信任与员工创造力之间的关系 .................. 19 2.3.1直接关系 19 2.3.2间接关系 20 2.3.3人际信任与员工创造力关系总体概述 .............. 20 2.4本章小结 ............ 21 第3章 理论模型构建与研究假设提出 ........ 22 3.1人际信任对员工创造力的作用 ....... 22 3.2影响人际信任对员工创造力作用的调节因素及研究假设 ......................... 23 3.2.1同源偏差程度 ....................... 24 3.2.2年龄 ........ 24 3.2.3社会文化背景 ....................... 25 3.2.4国家经济发展水平 ............... 25 3.3假设汇总及理论模型 ....................... 26 3.4本章小结 ............ 27 第4章 元分析与假设检验 ............................ 28 4.1元分析研究方法与数据处理 ........... 28 IV 4.1.1Schmidt & Hunter元分析范式 .......................... 28 4.1.2数据收集 29 4.1.3数据筛选 30 4.1.4数据编码 31 4.2数据结果及讨论 33 4.2.1出版偏倚分析 ....................... 33 4.2.2效应值转化 ........................... 34 4.2.3同质性检验和主效应检验 ... 34 4.2.4调节效应检验 ....................... 35 4.3假设检验结果汇总 ........................... 36 4.4本章小结 ............ 37 第5章 元分析结论与讨论 ............................ 38 5.1主效应讨论 ........ 38 5.2调节效应讨论 .... 39 5.3理论贡献与管理启示 ....................... 40 5.3.1理论贡献 40 5.3.2管理启示 41 第6章 结论与展望 ......... 43 6.1研究结论 ............ 43 6.2研究不足与展望 43。。。。。。以下内容略