组织支持、地位认知与员工创新:雇佣多样性视角

Organizational support,perceived status and employees' innovative behavior:Perspective of employment diversity

本研究基于社会比较与社会交换理论探讨了雇佣身份多样性和内部人地位认知在组织支持与员工创新行为间的作用.在对256套配对问卷进行统计分析的基础上,研究结果发现,内部人地位认知中介组织支持与员工创新行为间的关系;雇佣身份多样性不仅负向调节组织支持与内部人地位认知的关系,还负向调节组织支持感知与员工创新行为间的关系.研究结果对于"为何更多的组织支持无法驱动更多员工创新行为"等问题提供了一个新的解释,也使组织真正清楚"什么样的制度设计及如何提供组织支持可正向推动员工创新行为,提高组织有效性".

Based on the theories of social comparison and social exchange, this study explores how organizational support and employment identity diversity affect employee innovative behavior through perceived insider status. The results show that perceived insider status mediates the relationship between organizational support and employee innovative behavior and employment identity diversity moderates not only the linkage of organizational support and perceived insider status but also the linkage of perceived insider status and employee inno-vative behavior negatively, which contribute to theory and practice by throwing a new light upon such issue as ＂why more organizational supports cannot drive more employee innovative behaviors＂ and making clear how or- ganizational support and employee relationship management can drive employees＇ innovative behavior and im- prove organizational effectiveness.