Study On Influencing Mechanism Of Affect Under Need Satisfatction And Need Thwarting On Creative Performance In Autonomy Support Environment

The creativity displayed in the past decade has been the subject of research in social psychology, and one of the determinants for creativity from a social perspective appears to be affect. Given the dominant role of creativity in the workplace, affect represents one of the most widely studied and least disputed predictors of creativity performance.However, there is no consensus in the research on the relationship between emotion and creative performance.Thus, a set of competing arguments has been made for the influence of positive versus negative affect states on creativity. Not only that, the diversity of mediation mechanism, the uncertainty of antecedent variables of creativity also do not have uniform conclusion.In the present research, based on Self-Determination Theory, we put forward the concept of affect under need satisfaction and need thwarting and explore the content of this affective classification according to affective valance and intensity at first. Affect under need satisfaction will develop when the individual's underlying autonomous supportive environment and needs are satisfied, which in turn is beneficial to the individual's work behavior and creative performance. Affect under need thwarting will develop'when the individuals underlying controlling environment and needs are hindered, which is harmful to the individual's work behavior and creative performance. Developing this affective classification holds the potential of an improved psychological understanding of affect and may show pathways to facilitate creativity. Secondly,the mediation mechanism of affect under need satisfaction and need thwarting on creativity performance was explored. Thirdly, the influence mechanism integrated model of affect under need satisfaction and need thwarting on creative performance was developed.Foucus on the new construct of affect under need satisfaction and need thwarting, by using literature research, the present study established an influence mechanism integrated model of affect under need satisfaction and need thwartingon creative performance. And by using the investigation method, the present study investigated five times and surveyed more than sixhundrands employees and corresponding managers of enterprises in Beijing, Tianjing, Hebei, Shanxi and Heilongjiang. The present study uses both cross-sectional method and longitudinal method including two time-points lagging method and two time-points tracking method. This study promoted the development of affect on workplace study, and provided valuable affect management measures for organizations.The main conclusions of present study are as follows:Firstly, according to exploration studies, we obtained the contents of affect under need satisfaction and need thwarting. The types of affect under need satisfaction included high levels of excited, enthusiastic, proud, interested, attentive, inspired, determined, strong, active, peaceful, happy, relaxed, at ease, hopeful, grateful and content. The affect under needs thwarting includes low levels of irritable, alert, strong, active, jittery, upset, distress, attentive, determined, nervous, afraid, sad, lonely, depressed, sluggish, bored, disappointed, sleepy, guilty, angry and hostile. Affect under need satisfaction promote creative performance, affect under need thwarting hinder creative performance.Secondly, we discussed the mediating role of work engagement on affect under need satisfaction and need thwarting and creative performance. We proved that the changeof affect under need satisfaction was related towork engagement positively, and the change of affect under need thwarting was related to affect under need thwarting negatively.With questionnaire survey method, we examed the relationship between affect under need satisfaction and need thwarting and creative performance, and proved that work engagement as mediatorin the relationship between affect and creative performance. The study filled the gap for the affect and creative performance research in this field.Thirdly, we discussed the relationship between autonomy support organizational environment and affect under need satisfaction and need thwarting. Autonomy support organization environment is the most fundamental and the most critical factor in generating mechanism of affect under need satisfaction and need thwarting. Employees perceived autonomy support of leaders and organizational environment, and then have affect under need satisfaction and need thwarting through the three basic psychological needs. Multilevel research proved that the autonomy support environment influence the affect under need satisfaction and need thwarting through the threebasic psychological needs.This study also proved that the affect under need satisfaction and need thwarting were mediators on autonomy support environment and employees' creative performance. This study integratedemotional mechanism model of affect under need satisfaction and need thwarting on creative performance.In the end of the present study, the general discussion and conclusions were proposed, and the limitations and future directions were discussed.