摘要
本文以计划行为理论为基础,试图构建基于优势的心理氛围、创新自我效能感、创新意愿和员工创新行为之间的链式中介模型。通过来自5家科研设计单位的214个样本数据,利用结构方程模型和中介效应检验方法对该模型进行验证,结果表明:基于优势的心理氛围对创新自我效能感、创新意愿均具有正向影响,但对员工创新行为不存在直接影响;创新自我效能感和创新意愿均中介基于优势的心理氛围对员工创新行为产生影响;基于优势的心理氛围还通过创新自我效能感和创新意愿的链式中介对员工创新行为产生影响。
With the advent of informational and intelleetive economy era, market circumstance that organizations face is increasingly be- coming volatile, uncertain, complex and ambiguous, which threatens organizational survival and capability of sustainable development. To cope with the drastic changes in market circumstance, organizations need to gain the core competitive advantages by taking actions to in- novate. That organizations want to achieve benefits from innovation derives from innovative behavior of organizational employee. Thus, there is a strong need to explore the influential factors of employee innovative behavior. Strengths-based approach assumes that every in- dividual has naturally a series of strengths. That organizations make efforts to identify, develop and use individual strengths contributes to positive individual psychological states and behaviors. Although scholars have gradually paid more attention to the effect of strengths- based approach on employee psychology, attitudes, and behaviors, but still lack literature researches to test empirically the relationship between strengths-based approach and employee innovative behavior. Strengths-based psychological climate as one of critical contents of strengths-based approach means individual employees＇ perceptions of the formal and informal policies, practices, and procedures in their organization concerning the identification, development, use, and appreciation of their talents and strengths. The present paper, based on the planned behavior theory, intends to construct a multi-media- tion model between strengths-based psychological climate, creative self-efficacy, creative intention and innovative behavior. According to 214 samples from Chinese companies, the model is tested through Structural Equation Model and Mediation Test Method. The analysis results reveal that strengths-based psychological climate has signifi- cantly positive effect on creative self-efficacy and creative intention; strengths-based psychological climate has not significantly direct influence on innovative behavior; strengths-based psychological climate can indirectly influence innovative behavior by creative self-ef- ficacy and creative intention; more importantly, strengths-based psychological climate can influence employee innovative behavior by multi-mediation creative self-efficacy in tandem with creative intention. Finally, the present paper discusses the enlightenment of the results for management practice.
出处
《南开管理评论》
CSSCI
北大核心
2018年第1期28-38,共11页
Nankai Business Review
基金
中国人民大学2 017年度拔尖创新人才培育计划资助
关键词
基于优势的心理氛围
计划行为理论
创新
自我效能感
创新意愿
创新行为
Strengths-based Psychological Climate
Planned BehaviorTheory
Creative Self-efficacy
Creative Intention
Innovative Behavior
