科研管理

科研管理 ›› 2017, Vol. 38 ›› Issue (9): 97-105.

• 论文 • 上一篇    下一篇

组织创新氛围与员工创新行为——一个混合机制模型

阎亮,张治河   

  1. 陕西师范大学国际商学院,陕西 西安710119
  • 收稿日期:2016-07-26 修回日期:2017-03-07 出版日期:2017-09-20 发布日期:2017-09-15
  • 通讯作者: 阎亮
  • 基金资助:

    基金项目：教育部哲学社会科学研究重大课题攻关项目（14JZD010，2014.09-2017.12）;教育部人文社会科学研究青年基金项目（15YJC630153，2015.06-2018.06）;中国博士后科学基金面上项目（2015M570811，2015.06-2016.07）;陕西省博士后科研项目（2016BSHEDZZ57，2016.06-2017.08）。

A mixed mechanism model of organizational innovation climate influencing the employee innovation behavior

Yan Liang, Zhang Zhihe   

  1. International Business School, Shaanxi Normal University, Xi’an 710119, Shaanxi, China
  • Received:2016-07-26 Revised:2017-03-07 Online:2017-09-20 Published:2017-09-15

摘要： 本文以调查问卷方法对组织创新氛围与员工创新行为的中间机制进行了实证研究。基于280份有效员工样本数据，采用结构方程模型方法的分析结果表明：组织创新氛围对员工创新行为具有正向影响；组织支持感与组织承诺在创新氛围与创新行为间起到中介作用；绩效薪酬在组织创新氛围与组织支持感间起负向调节作用，同时创新自我效能感在组织情感承诺与创新行为之间起正向调节作用。研究为组织创新氛围对员工创新行为的影响机制具有理论贡献，同时为组织提升员工创新行为给予借鉴。

关键词: 组织创新氛围, 创新行为, 组织情感承诺, 绩效薪酬, 创新自我效能感

Abstract: This paper makes an empirical study of the mechanism of organizational innovation climate impacting on employee innovation behavior by means of a questionnaire. Using structural equation modeling based on the 280 valid employees sample data, the article get the results indicate that organizational innovation climate has positive effect on employee’s innovative behavior; perceived organizational support (POS) and organizational affective commitment (OAC) play the mediating role between organizational innovation climate and innovation behavior; pay for performance negatively moderates the relationship between organizational innovation climate and POS; moreover innovative self-efficacy positively moderates the relationship between AOC and innovation behavior. Research has the theoretical contribution for the mechanism between organizational innovation climate and innovation behavior, as well as gives references for organizations to improve employee’s innovative behaviors.

Key words: organizational innovation climate, innovative behavior, organizational affective commitment, pay for performance, innovative self-efficacy