创新导向人力资源管理实践如何影响组织创新:创新氛围和组织结构特征的作用

How Does Innovation-Oriented HRM Influence Organizational Innovation? The Roles of Innovation Climate and Organizational Structure

本研究基于战略人力资源管理的情境理论，考察了组织结构特性和组织创新氛围在创新导向人力资源管理实践与组织创新关系间的作用。以97家企业为研究对象，本研究发现：创新导向人力资源管理实践对组织创新有显著正向影响；创新氛围在二者之间起完全中介作用；正式化和集权化调节了创新氛围和组织创新的关系，进而调节了创新导向人力资源管理实践通过创新氛围对组织创新的间接影响，表现为正式化、集权化水平越高，间接效应越强。本研究揭示了组织情境因素在战略人力资源管理对组织创新影响过程中的作用，为管理实践中组织创新氛围的塑造和组织结构的设置提供了指导。

This study examined how and when innovation-oriented human resource management practices influence organizational innovation. Data were collected from 773 employees from 97enterprises. The results indicated that innovation-oriented HRM had a positive impact on organizational innovation via the mediating role of innovation climate. In addition, both formalization and centralization have positive moderating impacts on the effect of innovation climate on organizational innovation, and on the indirect effect of HRM on organization innovation via innovation climate. By examining the mediating effect of innovation climate, the study contributed to our understanding of the mechanism through which HRM influences organizational innovation. Through the investigation of the moderating effect of formalization and centralization, we illustrated the situation under which HRM is effective in eliciting organizational innovation. The findings provide practical implications for creating innovation climate and designing organization structure.