摘要 基于社会交换理论和组织认同理论,本研究构建并验证了一个有调节的中介模型,探讨基于优势的心理氛围对员工创新行为的影响,并检验组织承诺的中介作用及组织认同的调节作用。通过来自国有企业325份样本数据,利用层级回归分析和bootstrap方法对该模型进行验证。结果表明:基于优势的心理氛围对员工创新行为有积极影响;组织承诺在基于优势的心理氛围和员工创新行为之间起中介作用;组织认同不仅调节组织承诺和员工创新行为之间关系,而且调节组织承诺在基于优势的心理氛围和创新行为之间的中介作用。故建议组织应构建基于优势的心理氛围来促进员工创新行为,同时注重强化员工的组织承诺以及组织认同水平。 based on social exchange theory(SET)and organizational identification theory(OIT),this paper builds and verifies a moderated mediation model to discuss the influence of the strength-based psychological climate on employees'innovative behaviors and test the mediated role of organizational commitment and the moderated role of organizational identification.based on 325 sample data from state-owned enterprises,the model is verified by hierarchical regression analysis and bootstrap method.The results show that a strength-based psychological climate has a direct impact on employees'innovative behaviors;organizational commitment mediates strength-based psychological climate and employees'innovative behaviors;organizational identification moderates not only the relationship between organizational commitment and employees'innovative behaviors,and also the mediation effect of organizational commitment on the strength-based psychological climate and innovation behaviors.Therefore,it is suggested that the organization should build the strength-based psychological climate to promote employees'innovative behaviors,and pay attention to strengthening employees'organizational commitment and organizational identification.
机构地区 中国人民大学劳动人事学院
出处 《企业经济》 北大核心 2021年第4期73-79,共7页
基金 中央高校基本科研业务费专项资金项目“员工优势使用及其对创新行为的影响机制研究”(项目编号:2020MS046) 中国人民大学国家发展与战略研究院课题“‘一带一路’倡议下中国企业人力资源管理国际化变革研究”(项目编号:297516706121)。
关键词 基于优势的心理氛围 组织承诺 员工创新行为 组织认同 strength-based psychological climate organizational commitment employees'innovative behaviors organizational identification
