包容型人才开发模式对高校教师创新行为的影响研究

科研管理 ›› 2015, Vol. 36 ›› Issue (5): 72-79.

包容型人才开发模式对高校教师创新行为的影响研究

方阳春^1,2, 贾丹², 方邵旭辉²

1. 浙江工业大学全球浙商发展研究院, 浙江杭州 310023;
2. 浙江工业大学政治与公共管理学院, 浙江杭州 310023

收稿日期:2014-01-04 修回日期:2015-04-14 出版日期:2015-05-25 发布日期:2015-05-19
作者简介:方阳春(1974-),女,浙江浦江人,管理学博士,浙江工业大学全球浙商发展研究院、政治与公共管理学院副教授,硕士生导师,主要研究方向:组织行为学和人力资源管理。
贾丹(1992-),女,浙江金华人,浙江工业大学2014级研究生,研究方向:教育经济与管理。
方邵旭辉(1990-),男,浙江淳安人,浙江工业大学2013级硕士研究生,研究方向:教育经济与管理。
基金资助:
教育部人文社科规划基金项目"包容型人才开发模式对员工创新绩效的影响"(14YJA630008);浙江省社科规划项目"包容型领导风格对员工心理资本及创新的影响研究"(14NDJC168YB)。

The effect of inclusive talent development model on teachers' innovative behavior

Fang Yangchun^1,2, Jia Dan², Fangshao Xuhui²

1. Zhejiang University of Technology, Global Institute for Zhejiang Merchants Development, Hangzhou, 310023, China;
2. Zhejiang University of Technology, Politics and Public Administration Institute, Hangzhou, 310023, China

Received:2014-01-04 Revised:2015-04-14 Online:2015-05-25 Published:2015-05-19

摘要/Abstract

摘要： 本文基于创新驱动发展背景,提出把包容理念融合到人才开发模式中,系统构建驱动员工创新的包容型人才开发模式,并引入心理资本作为中介变量,实证研究包容型人才开发模式对高校教师创新行为的影响机理。实证研究发现:(1)包容型人才开发模式从员工能力、机会和动机提升三个方面涵盖五个因素:多元化人才队伍建设;发挥员工的优势;员工与组织双赢;理性包容员工的创新思想与失败;公平对待员工;(2)包容型人才开发模式对教师创新行为具有正向影响,其中发挥员工的优势、多元化人才队伍建设对创新意识具有显著影响,发挥员工的优势、员工与组织双赢、公平对待员工对创新成果具有显著影响;(3)包容型人才开发模式与心理资本正向相关,其中发挥员工的优势、多元化人才队伍建设对心理资本有显著影响;(4)心理资本是包容型人才开发模式中"发挥员工的优势"作用于教师创新行为的中介变量。

关键词: 包容型人才开发模式, 教师创新行为, 心理资本

Abstract: Based on the background of innovation driven development,this paper put forward the inclusive concept into the talent development model, systematically building inclusive talents development model to drive teachers' innovation, and introduced psychological capital as a mediator to empirical study about the influence mechanism of inclusive talent development model on university teachers' innovative behavior. The empirical study found that: (1) In order to enhance employees' capacity, opportunity and motivation, inclusive talent development model is represented by five dimensions,namely talent diversity, giving full play to the advantages of employees, employees and organization in a win-win situation, being inclusive with the creative opinions and failures; fair treatment of employees. (2) Inclusive talent development model has a positive effect on teachers' innovative behavior. Innovative consciousness is significant affected by giving full play to the advantages of employees and talent diversity. Giving full play to the advantages of employees,employees and organization in a win-win situation, and fair treatment of employees have a significant impact on innovative achievements. (3) There is a positive correlation between psychological capital and inclusive talent development model. giving full play to the advantages of employees and talent diversity have significant effects on psychological capital. (4) Psychological capital is a mediator of "giving full play to the advantages of employees" in the inclusive talent development model acting on teachers' innovative behavior.

Key words: inclusive talent development model, teachers' innovation behavior, psychological capital

中图分类号:

C962

方阳春, 贾丹, 方邵旭辉. 包容型人才开发模式对高校教师创新行为的影响研究[J]. 科研管理, 2015, 36(5): 72-79.

Fang Yangchun, Jia Dan, Fangshao Xuhui . The effect of inclusive talent development model on teachers' innovative behavior[J]. Science Research Management, 2015, 36(5): 72-79.

参考文献

[1] 袁行霈.中华文明的历史启示[J].北京大学学报(哲学社会科学版),2007,44(1):5-8. Yuan Xingpei.The historical enlightenment of Chinese civilization [J].Journal of Peking University(Philosophy and Social Sciences),2007,44(1):5-8. [2] 张渝政.马克思主义哲学意蕴下的包容观[J].理论月刊,2013(5):14-18. Zhang Yuzheng.Inclusive concept under the implications of Marxist Philosophy [J].Theory Monthly,2013(5):14-18. [3] Theodorakopulos N.,Budhwar P..Diversity and inclusion in different work settings:Emerging patterns, challenges,implications,and research agenda [J].Human Resource Management,2012,51(4):1. [4] Olivares O.J..Diversity and inclusion standards:A lauable but premature goal [J].Industrial and Organizational Psychology,2013,6(3):209-212. [5] Nembhard I.M.,Edmondson A.C..Making it safe:The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams [J].Journal of Organizational Behavior,2006,27(7):941-966. [6] 李燕萍,杨婷等.包容性领导的构建与实施——基于新生代员工管理视角[J].中国人力资源开发,2012(3):31-35. Li Yanping,Yang Ting.The construction and implementation of inclusive leadership——Based on the perspective of new generation employees management [J].Human resources development of China,2012(3):31-35. [7] 方阳春.包容型领导风格对团队绩效影响的实证研究——基于员工自我效能感的中介作用[J].科研管理,2014(5):152-160. Fang Yangchun.The effect of inclusive leadership on team performance:Based on the mediating effect of self-efficacy [J].Science Research Management,2014(5):152-160. [8] Carmeli,Abraham.Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety[J].Creativity Research Journal,2010,22(3):250-260. [9] 高宏.基于企业核心能力的包容性领导力探讨[J].上海管理科学,2010,32(6):10-13. Gao Hong.Tolerance leadership based on core capability of corporation [J].Shang hai Management Science,2010,32(6):10-13. [10] Bennett N.,Blum T.C.,Roman P.M..Presence of drug screening and employee assistance programs: Exclusive and inclusive human resource management practices[J].Journal of Organizational Behavior,1994,15(6):549-560. [11] Midtsundstad T.Inclusive workplaces and older employees: An analysis of companies' investment in retaining senior workers [J].International Journal of Human Resource Management,2011,22(6):1277-1293. [12] Theodorakopoulo et al.Human resource development for inclusive procurement by intermediation: A situated learning theory application [J].International Journal of Human Resource Management,2013,24(12):2321-2338. [13] 高宏.基于战略的包容性人力资源管理系统分析[J].上海管理科学,2012,34(1):67-71. Gao Hong.Systematic analysis of tolerance human resource management based on strategy [J].Shang hai Management Science,2012,34(1):67-71. [14] 邓亚兰.促进市场经济快速发展,实现包容性人力资源开发[J].经济生活文摘,2011,14:101-102. Deng Yalan.Promote the rapid development of market economy, achieve inclusive development of human resources[J].Economic Life Digest,2011,14:101-102. [15] Conaty B.,Charan R..人才管理大师[M].北京:机械工业出版社,2012. Conaty B.,Charan R..The talent masters [M].Beijing:China machine press,2012. [16] Janice C..Why an inclusive talent strategy leads to business success [J].People Management,2008,14(8):16. [17] Nembhard I.M.,Edmondson A.C..Brazilians aim for culture of inclusion [J].Human Resource Management International Digest,2012,20(3):9-11. [18] Burnett T..Investing in inclusion [J].Human Resource Management International Digest,2006,14(4):3-4. [19] 肖鸣政.人力资源管理模式及其选择因素分析[J].中国人民大学学报,2006(5):135-141. Xiao Mingzheng.On human resource management model and its select diathesis [J].Journal Of Renmin University Of China,2006(5):135-141. [20] Scott S. G.,Bruce R. A..Determinants of innovative behavior:A path model of individual innovation in the workplace [J].Academy of Management Journal,1994(37):580-607. [21] 薛靖,任子平.从社会网络角度探讨个人外部关系资源与创新行为关系的实证研究[J].管理世界,2006(5):150-151. Xue Jing,Ren Ziping.An empirical study on the relationship between the individual external resources and innovative behavior from the perspective of social networks[J].Management World,2006(5):150-151. [22] Gassmann O..Multicultural teams: Increasing creativity and innovation by diversity[J].Creativity and Innovation Management,2001,10(2):88-95. [23] 段锦云,王重鸣,钟建安.大五和组织公平感对进谏行为的影响研究[J].心理科学,2007(1):19-22. Duan Jinyun,Wang Chongming,Zhong Jianan.A research on the impact of big five and perceived organizational justice on voice behavior [J].Psychological Science,2007(1):19-22. [24] 刘云,石金涛.组织创新气氛与激励偏好对员工创新行为的交互效应研究[J].管理世界,2009(10):88-101. Liu Yun,Shi Jintao.A study on the relationship between the effects of the organizational innovative climate and those of motivational preference, on employees' innovative behavior[J].Management World,2009(10):88-101. [25] 王士红,徐彪,彭纪生.组织氛围感知对员工创新行为的影响—基于知识共享意愿的中介效应[J].科研管理,2013(5):130-135. Wang Shihong,Xu Biao,Peng Jisheng.The impact of organizational climate perception on employees innovation behavior:based on the medium role of knowledge sharing intention [J].Science Research Management,2013(5):130-135. [26] Luthans F., Avolio B.J., Avey J.B. ,Norman S.M..Positive psychological capital:Measurement and relationship with performance and satisfaction [J].Personnel Psychology,2007,60(3):541-572. [27] 吴伟炯,刘毅等.本土心理资本与职业幸福感的关系[J].心理学报,2012,44(10):1349-1370. Wu Weijiong,Liu Yi et al.The Chinese indigenous psychological capital and career well-being [J].Acta Psychologica Sinica,2012,44(10):1349-1370. [28] Avolio B. J..Leadership development in balance:Born/Made[M].Mahwah,NJ:Lawrence Erlbaum,2005:431. [29] 仲理峰.心理资本研究评述与展望[J].心理科学进展,2007,15(3):482-487. Zhong Lifeng.Review of psychological capital research [J].Advances in Psychological Science,2007,15(3):482-487. [30] Larson M.,Luthans F..Potential added value of psychological capital in predicting work attitudes[J].Journal of Leadership and Organization Studies,2006(13):75-92. [31] 侯二秀,张敬德等.心理资本研究综述[J].人类工效学,2013,19(1):72-75. Hou Erxiu,Zhang Jinde et al.Review of psychological capital research [J].Chinese Journal of Ergonomics,2013,19(1):72-75. [32] 任皓,温忠麟,陈启山.心理资本对企业员工职业成功的影响:职业承诺的中介效应[J].心理科学,2013(4):960-964. Ren Hao,Wen Zhonglin,Chen Qishan.The impact of psychological capital on employees' career success:The mediating role of career commitment[J].Journal of Psychological Science,2013(4):960-964. [33] 韩翼,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86. Han Yi,Yang Baiyin.The authentic leadership, the psychological capital and employees' innovative behavior:The mediating of the leading members[J].Management World,2011(12):78-86. [34] Jafri M. H. Psychological capital and innovative behaviour:An empirical study on apparel fashion industry[J].The Journal Contemporary Management Research,2012,6(1):42-52. [35] Michael L.A.H,Hou S.,Fan H..Creative self-efficacy and innovative behavior in a service setting: Optimism as a moderator [J].The Journal of Creative Behavior,2011,45(4):258-272. [36] 田喜洲,谢晋宇.组织支持感对员工工作行为的影响:心理资本中介作用的实证研究[J].南开管理评论,2010,13(1):23-29. Tian Xizhou,Xie Jinyu.The influence of POS on working behaviors of employees:Empirical research on mediating role of psychological capital [J].Nankai Business Review,2010,13(1):23-29. [37] Luthan F.,Youssef C.M..Psychological capital:developing the human competitive edge [M].England.Oxford University Press,2007. [38] Baron R. M.,Kenny D. A..The moderator-mediator variable distinction in social psychological research:Conceptual, strategic and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.