组织创新战略如何转化为员工创新行为?——以中关村IT行业为例

From Organizational Innovation Strategy to Employee Innovative Behavior:An Empirical Study from IT Industry in Zhongguancun Science Park

随着市场竞争加剧和劳动力成本快速上升,越来越多的中国企业开始采用创新战略来应对挑战。组织特定的战略需要匹配的员工行为作为支撑,因此,激发员工的创新行为是创新战略得以实现的关键。基于北京市中关村IT企业的调查数据进行的实证研究表明,组织的创新战略并不必然带来员工的创新行为,组织的人力资源管理、创新氛围和心理安全氛围对创新战略和员工创新行为之间的关系起到了显著的正向调节作用。因此,企业需要重视人力资源管理系统的建设以及创新氛围和心理安全氛围的营造,完成从创新战略到员工创新行为的转化,通过员工的创新行为来驱动企业的业绩增长。

Faced with intensified market competition and rapidly rising cost of labor, more and more Chinese enterprises begin to adopt innovative strategies to tackle the challenge of the environment. From the behavior perspective of strategic human resource management, innovation strategy at organizational level needs corresponding innovative behavior of the employee at individual level so as to get supported and realized. However, innovation strategy alone won＇t necessarily lead to employees＇ innovation behavior without certain organizational contexts, and our understanding of the relationships is still limited. Thus in this study, we focus on three organizational factors which are important in the process from innovation strategy to individual innovative behavior, and test our hypotheses with the data from Chinese IT companies. The results show that high-performance work system, innovation climate and psychological safety climate positively moderate the relationships between innovation strategy and employee innovative behavior.