摘要
基于社会认知理论,探讨了积极追随特质对员工创新行为的影响机理,验证了感知的人力资源管理强度的中介作用以及工作嵌入的调节作用.对415份问卷调查的分析结果显示:1)积极追随特质显著正向影响感知的人力资源管理强度;2)感知的人力资源管理强度显著正向影响员工创新行为;3)感知的人力资源管理强度在积极追随特质与员工创新行为的关系中起到部分中介作用;4)工作嵌入在感知的人力资源管理强度与员工创新行为的关系中起到正向调节作用.研究结论为企业指导员工实施自主创新提供了思路.
Based on social cognitive theory,the influence from positive followership characteristics on employees’innovation behavior is focused upon,and the mediating effect of perceived human resources management strength and the moderating effect of job embeddedness are verified.Based on the 415 survey data,the conclusions are as follows.Firstly,positive followership characteristics have positive influence on perceived human resources management strength.Secondly,perceived human resources management strength has positive influence on employees’innovation behavior.Thirdly,perceived human resources management strength partially mediates the relationship between positive followership characteristics and employees’innovation behavior.Fourthly,job embeddedness plays a positive moderating role between perceived human resources management strength and employees’innovation behavior.The result provides new ideas for enterprises to guide employee innovation.
作者
贾建锋
赵洋
刘秋余
JIA Jian-feng;ZHAO Yang;LIU Qiu-yu(School of Business Administration,Northeastern University,Shenyang 110169,China)
出处
《东北大学学报（自然科学版）》
EI
CAS
CSCD
北大核心
2022年第6期905-912,共8页
Journal of Northeastern University(Natural Science)
基金
国家自然科学基金资助项目(71972032,72172032,71672031)
中央高校基本科研业务费专项资金资助项目(N2006005)。
关键词
积极追随特质
感知的人力资源管理强度
员工创新行为
工作嵌入
社会认知
positive followership characteristics
perceived human resources management strength
employee innovation behavior
job embeddedness
social cognition
