数智时代为企业带来了新的机遇和挑战,也对员工提出了更高的技能要求.中年员工随着年龄的增长和身体机能的退化,往往被认为是逐渐与时代和技术脱节的,被贴上缺失创造力的标签,面临被青年人取代的职业风险.但有学者指出,中年员工在工作经验、知识储备、执行力等方面更具优势,用年龄区分员工的创造力是一种偏见.本文基于情绪认知评价理论探究中年危机对知识型员工创造力的影响,并将负性情绪从激活程度和调节聚焦两个维度来划分,研究高激活促进型负性情绪与低激活预防型负性情绪在中年危机与知识型员工创造力之间的中介作用.并根据情绪以问题为中心和以情绪为中心的两种不同应对方式,构建低激活预防型负性情绪与工作意义感的链式中介和高激活促进型负性情绪与主动职业行为的链式中介.研究结果表明,中年危机与两种类型的负性情绪都正相关,低激活预防型负性情绪与工作意义感,高激活促进型负性情绪与主动职业行为在中年危机与员工创造力之间起链式中介作用,核心自我评价正向调节了中年危机与高激活促进型负性情绪之间的关系.核心自我评价的情绪调节维度负向调节了中年危机与低激活预防型负性情绪之间的关系.
The pace of the digital intelligence era has brought new opportunities and challenges to enterprises,and also put forward higher skill requirements for employees.With the growth of age and the deterioration of physical functions,middle-aged employees are frequently considered to be gradually out of touch with the times and technology,and they are labeled as lacking creativity,facing the risk of being replaced by young people.However,some scholars point out that middle-aged employees have more advantages in terms of work experience,knowledge reserves,and executive force,so it is a prejudice to differentiate employees'creativity in the light of age.Based on the theory of emotional cognitive evaluation,this paper explores the impact of midlife crisis on the creativity of knowledge-based employees,divides negative emotions into two dimensions of activation degree and regulatory focus,and investigates the mediating roles of high activation-promotion nega-tive emotions and low activation-prevention negative emotions between midlife crisis and employee creativity.And according to two different ways(problem-focused and emotion-focused)to cope with emotions,a chain mediation of low activation-prevention negative emotions and sense of work meaning as well as a chain media-tion of high activation-promotion negative emotions and proactive occupational behavior are developed.The fol-lowing conclusions are drawn:① Midlife crisis is positively correlated with two types of negative emotions.②Low activation-prevention negative emotions and sense of work meaning as well as high activation-promotion negative emotions and proactive occupational behavior play the role of chain mediation between midlife crisis and employee creativity.③ Core self-evaluation positively regulates the relationship between midlife crisis and high activation-promotion negative emotions.④ The emotion regulation dimension of core self-evaluation nega-tively regulates the relationship between midlife crisis and low activation-prevention negative emotions.