骏马易见，伯乐难寻：决策者心智模式影响创意识别的机制及边界条件

One of the major limitations in organizational creativity and innovation research lies in that much endeavor has been focused on idea generation rather than idea recognition. Recognizing creative and potential ideas among many options is the most crucial stage in the long process of innovation and contributes more to the its success than generating ideas does. As such, the field of organizational creativity needs to shift the focus from stimulating employees how to generate more creative ideas to identifying how to help decision makers recognize novel and valuable ideas. Interest in the accuracy of idea cognition and the factors resulting in inaccuracy is burgeoning, the critical role of decision maker's mental model-the knowledge and belief structure which individuals use to describe, interpret, predict outside world and to make judgment and decision making, has yet been noticed and examined. By adopting Csikszentmihalyi's (1988, 1999) system view of creativity, the current proposal aims to address this issue to explore how decision makers rely on their mental models to recognize creative ideas. Using four studies that employ both laboratory experiments and field surveys, the current project aims a) to demonstrate the difference in idea recognition accuracy between decision makers holding a fixed mindset or growth mindset; b) to reveal the mediating effect of uncertainty tolerance decision makers form; and c) the moderating effects of idea features and the pattern of organizational innovation practice. The current project contributes to organizational creativity and innovation literature by introducing a new perspective and the new research theme to this field. Decision makers can also gain insight on how to avoid costly mistakes by learning how to improve their mental models.

当前组织创造力和创新研究和实践的一大误区，是重视员工创意生成而忽视决策者创意识别。决策者能否在众多选项中将最有价值的创意准确识别出来，对组织创新影响更大，是本领域研究的新方向。决策者的心智模式——即个体用以描述、解释和预测事物并指导判断和决策的知识及信念结构，是影响创意识别准确性的关键因素。鉴于创意识别研究刚起步，决策者心智模式的重要性尚未得到充分认识，本项目以创造力的系统观作为理论框架，揭示决策者心智模式影响创意识别的中介机制，探讨决策者、创造者和环境三个子系统影响创意识别的协同效应。综合采用实验和现场研究方法，通过4个研究，比较持成长型心智模式或固着型心智模式的决策者创意识别的差异，揭示不确定性容忍度的中介作用；探讨决策者心智模式与创意特征、组织创新模式的交互作用对创意识别的影响。本项目为组织创造力和创新研究引入了新视角和新议题，在实践层面为如何避免创意识别的决策陷阱提供理论指导。

组织创新的瓶颈常常并非员工缺乏创意，而是由于决策者依赖自身心智模式进行创新识别过程中发生认知偏差，从而无法有效识别真正有潜力的创意和创造者。因而，探讨决策者创意识别的效能及其影响因素，是组织创造力和创新领域的新议题和新方向。本项目借鉴创造力的系统观，构建出决策者创新识别的理论模型，阐述决策者、创新者、环境三个子系统如何共同影响决策者的创新识别。基于此模型，本项目围绕如下议题开展系列实证研究：（1）修订和拓展创造性心智模式的测量工具；（2）揭示决策者心智模式对创新识别的影响，并识别出创新识别的主要偏差；（3）揭示三个子系统影响创新识别的协同效应；（4）将研究层次从个体拓展到团队层面，揭示领导者对团队的心智状态及运行效能的影响。采用实验和现场研究相结合的方法，本项目取得了三项主要成果：（1）首次构建了决策者创新识别的统领性理论模型；（2）系统探讨了决策者、创造者和环境子系统影响创新识别的协同效应；（3）全面揭示决策者创新识别的认知偏差及内在心理机制。本项目为组织创造力和创新的研究提供了新理论和新视角，研究结果对决策者如何提升创新识别效率和规避创新决策陷阱也有启示。

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