摘要
基于现有文献研究,构建了一个被调节的中介模型以探讨员工—组织关系影响员工创新行为的中介心理机制及其边界条件.根据社会交换理论,提出心理所有权这—中介变量影响员工—组织关系与创新行为之间的关系,并提出创新氛围会正向调节变量之间的间接关系.基于63家企业874名员工的调查数据,对以上研究假设进行检验,结果支持本研究的理论预期.研究结论从社会交换视角揭示了员工—组织关系对于创新行为的影响机制,具有重要的理论意义,同时也对有效管理员工创新行为具有实践指导意义.
Based on the existing literature, it developed a moderated mediation model to examine the mechanism in the relationship between employee-organization relationship and employee innovative behavior. Drawing on the social exchange theory, it hypothesized that psychological ownership mediates the relationship between employee-organization relationship and innovative behavior, and innovative climate positively moderates the mediated relationship between employee-organization relationship and innovative behavior. It tested the hypotheses using the data of 874 employees from 63 firms. The results show that the hypotheses are supported. It does not only make the theoretical contribution by revealing the mechanism in the relationship between employee-organization relationship and employee innovative behavior from the perspective of social exchange, but also provide managerial implications on effective management of employee innovative behavior.
出处
《研究与发展管理》
CSSCI
北大核心
2014年第3期41-51,共11页
R&D Management
基金
国家自然科学基金重点项目"组织文化与组织创造力研究--基于组织的二元情境视角"(71032003)
国家自然科学基金面上项目"中国企业组织情绪能力形成
结构及其对组织创新的影响研究:战略人力资源管理的视角"(71172109)
关键词
员工—组织关系
创新行为
社会交换
心理所有权
创新氛围
employee-organization relationship
innovative behavior
social exchange
psychological ownership
innovative climate
