组织文化导向对研发人员创新行为影响的实证研究——以积极情感为中介变量

Empirical Study of Influencing on R&D Staff's Innovative Behaviors Oriented by Organizational Culture

为了探究不同组织文化导向影响研发人员创新行为的作用机理,结合现有理论与实践状况的分析,构建了组织文化导向、积极情感与创新行为的中介假设模型,其中员工的积极情感是中介变量。通过对72家我国境内组织的823名研发人员的实证研究发现:市场结果导向本身并不能直接促发人的创新行为,积极情感在其中起到了完全中介的作用;企业奉行创新学习导向,能够促进创新行为的增长,其中员工的积极情感发挥了重要的中介效应。最后,得出了相应的管理启示。

In order to explore the mechanism of different organizational culture orientations acting on the R＆D staff＇s innovative behavior, through analyzing the current theoretical research and practical state, a hypothetical model is constructed reflecting the mediating relationship among the organizational culture orientation, positive affect, and innovative behavior, and in this model the positive affect is as the mediated variable. Through the empirical study on 823 R＆D staff among 72 domestic organizations in China, some results have been found that the marketing outcome orientation itself does not directly provoke a person＇s innovation behavior, and the positive affect plays a fully mediating role in the process of the marketing outcome orientation acting on the innovative behaviors; in the enterprises pursuing innovation and learning orientation behavior, employee＇s innovative behaviors will be promoted and grown, in which the employees＇ positive affect also exert an important mediating effect. Upon these findings, some implications are raised for management＇s attention.