Abstract: As a deep cognitive factor affecting employee creativity, mindset has attracted extensive attention in the field of creativity. However, previous studies mainly focus on the effect of employee mindset, while the influence of leader-member mindset congruence remain poorly understood. Based on the multi-dimensional perspectives of person-supervisor fit theory and implicit theory, the current study examines the influence of leader-member mindset congruence on R&D employee creativity and its process mechanisms. The data of 308 R&D employees are tested using polynomial regression and response surface analysis. The results show that: (1) the more congruence the leader-member mindset is, the higher the level of R&D employee creativity would be. Under the congruence situations, compared with the “low-low” combination the “high-high” combination has a stronger positive effect on R&D employee creativity. Under the incongruence situations, compared with the “high-low” combination the “low-high” combination has a stronger positive effect on R&D employee creativity; (2) Employee thriving at work play a mediation role between leader-member mindset congruence and R&D employee creativity; (3) Calling orientation moderates the relationship between leader-member mindset congruence and employee creativity. Compared with the low calling orientation, the positive effect above is stronger when the level of calling orientation is high. Finally, the theoretical and practical implications are discussed.

摘要： 心智模式作为影响员工创造力的深层认知因素是创造力领域的新兴研究热点，但以往研究主要关注员工心智模式的作用，忽视了领导—成员心智模式的匹配效应。基于个体—环境匹配理论、内隐理论等多维视角，考察了领导—成员心智模式一致性对研发人员创造力的影响及过程机理。采用多项式回归和响应面分析方法，对308名企业研发人员数据进行实证检验。研究发现：（1）领导—成员心智模式一致性程度越高，越有利于激发研发人员创造力。一致性情形下，与“低—低”组合相比，“高—高”组合对研发人员创造力的正向影响更强；不一致性情形下，与“高—低”组合相比，“低—高”组合对研发人员创造力的正向影响更强。（2）工作旺盛力在领导—成员心智模式一致性与研发人员创造力之间起中介作用。（3）使命取向调节了领导—成员心智模式一致性与工作旺盛力之间的关系。与低使命取向相比，高使命取向条件下上述正向关系更强。最后讨论了研究的理论贡献和实践启示。